WorldWideScience

Sample records for volume employment turnover

  1. Job turnover and labor turnover : a taxonomy of employment dynamics

    NARCIS (Netherlands)

    Hassink, Wolter H.J.; Hamermesh, Daniel S.

    1994-01-01

    We present an organized set of stylized facts on the relations among flows of workers,changes in employment and changes in the numer of jobs at the firm level. Job turnover isusually measured by comparing stocks of employment in each firm at two points in time andadding up the absolute employment ch

  2. Boundaryless Career Attitudes, Employability and Employee Turnover: Perspective from Malaysian Hospitality Industry

    OpenAIRE

    Wai Sei Chan; Ong Lin Dar

    2014-01-01

    This study aims to develop a research framework for examining the relationship between boundary less career attitudes and employee turnover intentions and whether employability mediates these relationships. From the literature reviews, the authors found a notable gap in the boundary less career literature and established employability as a mediating variable between boundary less career attitudes and employee turnover intentions. High employee turnover within the hospitality industry has beco...

  3. Reductions in turnover, accidents, and absenteeism: the contribution of a pre-employment screening inventory.

    Science.gov (United States)

    Borofsky, G L; Smith, M

    1993-01-01

    This study examined the rates of turnover, work-related accidents, and unauthorized absence among two contrasted groups of employees in a mid-sized manufacturing environment. For the calendar year 1989, comparative rates on each variable were obtained for a group hired prior to the inclusion of a pre-employment inventory in the Company's selection process and a group hired subsequently. Results indicate that rates of turnover, accidents, and unauthorized absence were all significantly lower in the group hired subsequent to inclusion of the pre-employment screening inventory. Some possible design artifacts and cost-benefit implications are discussed.

  4. Nuclear Employment Planning. Volume 4. Data Dictionary

    Science.gov (United States)

    1990-12-01

    3398 t• DNA-TR-90-33-V4 Nuclear Employment Planning OIPU EWE COPY Volume IV-Data Dictionary Donald W. Doerfler D TIC Lowry A. West ELECTE Debora R...DNA 001 -88-C-0068 Volume IV--Data Dictionary PE 62715HPR - RW 6. AUTHOR(S) TA - RN Donald W. Doerfler , Lowry A. West, WU - DH042980 Debora R. Gleason

  5. Employment and turnover in the transport and logistics sector in the STRING region

    DEFF Research Database (Denmark)

    Serin, Göran Folke; Holzweber, Markus

    development’. The purpose of the first re- port was to analyse the conditions for European transport and logistics in the STRING region. The purpose of this second report is to analyse the strength and competencies within the freight transport and logistics sector in the STRING region. This means basic...... conditions when analysing the possibilities of establishing a ‘Green Transport Corridor’. The analysis will take its point of departure in analysis of employment, turnover, firm structure and location within the freight transport and logistics sector in the STRING region....

  6. The Role of Job Resources in the Relation between Perceived Employability and Turnover Intention: A Prospective Two-Sample Study

    Science.gov (United States)

    De Cuyper, Nele; Mauno, Saija; Kinnunen, Ulla; Makikangas, Anne

    2011-01-01

    We hypothesize that the relationship between perceived employability (PE) and turnover intention is stronger when job resources (job control, social support from the supervisor and colleagues) are low. Results from a prospective study one year apart were similar in samples of Finnish university (N = 1314) and hospital workers (N = 308). The…

  7. Patient turnover and nursing employment in Massachusetts hospitals before and after health insurance reform: implications for the Patient Protection and Affordable Care Act.

    Science.gov (United States)

    Shindul-Rothschild, Judith; Gregas, Matt

    2013-01-01

    The Affordable Care Act is modeled after Massachusetts insurance reforms enacted in 2006. A linear mixed effect model examined trends in patient turnover and nurse employment in Massachusetts, New York, and California nonfederal hospitals from 2000 to 2011. The linear mixed effect analysis found that the rate of increase in hospital admissions was significantly higher in Massachusetts hospitals (phospital admissions. The implications of the findings for nurse employment and hospital utilization following the implementation of national health insurance reform are discussed.

  8. Determination of turnover and cushion gas volume of a prospected gas storage reservoir under uncertainty

    Energy Technology Data Exchange (ETDEWEB)

    Gubik, A. [RAG-AG Wien (Austria); Baffoe, J.; Schulze-Riegert, R. [SPT Group GmbH, Hamburg (Germany)

    2013-08-01

    Gas storages define a key contribution for building a reliable gas supply chain from production to consumers. In a competitive gas market with short reaction times to seasonal and other gas injection and extraction requirements, gas storages also receive a strong focus on availability and precise prediction estimates for future operation scenarios. Reservoir management workflows are increasingly built on reservoir simulation support for optimizing production schemes and estimating the impact of subsurface uncertainties on field development scenarios. Simulation models for gas storages are calibrated to geological data and accurate reproduction of historical production data are defined as a prerequisite for reliable production and performance forecasts. The underlying model validation process is called history matching, which potentially generates alternative simulation models due to prevailing geological uncertainties. In the past, a single basecase reference model was used to predict production capacities of a gas storage. The working gas volume was precisely defined over a contracted plateau delivery and the required cushion gas volume maintains the reservoir pressure during the operation. Cushion and working gas Volume are strongly dependent on reservoir parameters. In this work an existing depleted gas reservoir and the operation target as a gas storage is described. Key input data to the reservoir model description and simulation is reviewed including production history and geological uncertainties based on large well spacing, limited core and well data and a limited seismic resolution. Target delivery scenarios of the prospected gas storage are evaluated under uncertainty. As one key objective, optimal working gas and cushion gas volumes are described in a probabilistic context reflecting geological uncertainties. Several work steps are defined and included in an integrated workflow design. Equiprobable geological models are generated and evaluated based on

  9. Research of produstion volume and market turnover of honey from 2004. to 2014.

    Directory of Open Access Journals (Sweden)

    Ivanović Jelena

    2015-01-01

    Full Text Available The objective of this work was to investigate the scope of production, export and import of honey in the Republic of Serbia from 2004. to 2014. The results are based on the report of the Statistical Office of the Republic of Serbia. The observed period is characterized primarily by the increase in the number of beehives as well as an incresed honey production, followed by honey price growth and minor changes honey yield per hive. In this period, honey production ranged from 2,561 tons (in 2008 to 8,554 tons (in 2013. The largest volume of honey exports was in 2013. (3,367.7 tons, worth 14,881.4 thousand USD, and the largest import of honey into Serbia was in the same year (60.6 tons, worth 240.3 thousand USD. In the monitored period, Germany imported the largest quantities of honey from Serbia, about 4,611.0 tons (worth about 19,546.9 thousand USD, and somewhat smaller amounts of honey were imported by Italy and Montenegro. On the other hand, in the same period, Serbia imported the largest quantities of honey from the Republic of Macedonia, about 40.6 tons, worth 119.5 thousand USD. Beekeeping in Serbia definitely has a great development potential, so accordingly, its production should be encouraged in the future.

  10. How Teacher Turnover Harms Student Achievement

    Science.gov (United States)

    Ronfeldt, Matthew; Loeb, Susanna; Wyckoff, James

    2013-01-01

    Researchers and policymakers often assume that teacher turnover harms student achievement, though recent studies suggest this may not be the case. Using a unique identification strategy that employs school-by-grade level turnover and two classes of fixed-effects models, this study estimates the effects of teacher turnover on over 850,000 New York…

  11. Occupational Stress and Turnover Issues Relating to Gender and Ethnicity: The Mediating Effects of Social Support, Locus of Control, and Employment Expectations

    Science.gov (United States)

    2001-12-31

    stress. 8 Employee expectations concerning the job and individual efficacy are also significantly related to the overall level of stress ( Maslach and... Jackson 1984; Cherniss 1980). Employment expectations are traditionally developed during the recruitment process (Wanous 1973). When expectations are too...Mowday (1987), Jackson et al. (1986), Motowidlo and Lawton (1984), Youngblood et al. (1983), and the Dunnette et al. (1967) job dimension model. An

  12. COVER FIGURE in Nucleic Acids Research (Volume 39, Issue 9) entitled "The involvement of the nuclear-encoded human 2'-phosphodiesterase in mitochondrial RNA turnover"

    DEFF Research Database (Denmark)

    Poulsen, Jesper Buchhave

    2011-01-01

    (English) Cover: The involvement of the nuclear-encoded human 2'-phosphodiesterase (2'-PDE) in mitochondrial RNA turnover. The 2'-PDE precursor (upper left corner) gets directed into the mitochondrial matrix by an N-terminal mitochondrial signaling peptide (blue). Inside the matrix, this signalin...

  13. Cross-talk in phase encoded volume holographic memories employing unitary matrices

    Science.gov (United States)

    Zhang, X.; Berger, G.; Dietz, M.; Denz, C.

    2006-12-01

    The cross-talk noise in phase encoded holographic memories employing unitary matrices is theoretically investigated. After reviewing some earlier work in this area, we derive a relationship for the noise-to-signal ratio for phase-code multiplexing with unitary matrices. The noise-to-signal ratio rises in a zigzag way on increasing the storage capacity. Cross-talk is mainly caused by high-frequency phase codes. Unitary matrices of even orders have only one bad code, while unitary matrices of odd orders have four bad codes. The signal-to-noise ratios of all other codes can in each case be drastically improved by omission of these bad codes. We summarize the optimal orders of Hadamard and unitary matrices for recording a given number of holograms. The unitary matrices can enable us to adjust the available spatial light modulators to achieve the maximum possible storage capacity in both circumstances with and without bad codes.

  14. Employing an Incentive Spirometer to Calibrate Tidal Volumes Estimated from a Smartphone Camera.

    Science.gov (United States)

    Reyes, Bersain A; Reljin, Natasa; Kong, Youngsun; Nam, Yunyoung; Ha, Sangho; Chon, Ki H

    2016-03-18

    A smartphone-based tidal volume (V(T)) estimator was recently introduced by our research group, where an Android application provides a chest movement signal whose peak-to-peak amplitude is highly correlated with reference V(T) measured by a spirometer. We found a Normalized Root Mean Squared Error (NRMSE) of 14.998% ± 5.171% (mean ± SD) when the smartphone measures were calibrated using spirometer data. However, the availability of a spirometer device for calibration is not realistic outside clinical or research environments. In order to be used by the general population on a daily basis, a simple calibration procedure not relying on specialized devices is required. In this study, we propose taking advantage of the linear correlation between smartphone measurements and V(T) to obtain a calibration model using information computed while the subject breathes through a commercially-available incentive spirometer (IS). Experiments were performed on twelve (N = 12) healthy subjects. In addition to corroborating findings from our previous study using a spirometer for calibration, we found that the calibration procedure using an IS resulted in a fixed bias of -0.051 L and a RMSE of 0.189 ± 0.074 L corresponding to 18.559% ± 6.579% when normalized. Although it has a small underestimation and slightly increased error, the proposed calibration procedure using an IS has the advantages of being simple, fast, and affordable. This study supports the feasibility of developing a portable smartphone-based breathing status monitor that provides information about breathing depth, in addition to the more commonly estimated respiratory rate, on a daily basis.

  15. Employing an Incentive Spirometer to Calibrate Tidal Volumes Estimated from a Smartphone Camera

    Directory of Open Access Journals (Sweden)

    Bersain A. Reyes

    2016-03-01

    Full Text Available A smartphone-based tidal volume (VT estimator was recently introduced by our research group, where an Android application provides a chest movement signal whose peak-to-peak amplitude is highly correlated with reference VT measured by a spirometer. We found a Normalized Root Mean Squared Error (NRMSE of 14.998% ± 5.171% (mean ± SD when the smartphone measures were calibrated using spirometer data. However, the availability of a spirometer device for calibration is not realistic outside clinical or research environments. In order to be used by the general population on a daily basis, a simple calibration procedure not relying on specialized devices is required. In this study, we propose taking advantage of the linear correlation between smartphone measurements and VT to obtain a calibration model using information computed while the subject breathes through a commercially-available incentive spirometer (IS. Experiments were performed on twelve (N = 12 healthy subjects. In addition to corroborating findings from our previous study using a spirometer for calibration, we found that the calibration procedure using an IS resulted in a fixed bias of −0.051 L and a RMSE of 0.189 ± 0.074 L corresponding to 18.559% ± 6.579% when normalized. Although it has a small underestimation and slightly increased error, the proposed calibration procedure using an IS has the advantages of being simple, fast, and affordable. This study supports the feasibility of developing a portable smartphone-based breathing status monitor that provides information about breathing depth, in addition to the more commonly estimated respiratory rate, on a daily basis.

  16. A study on the relationship between the organizational justice and turnover intension of newly-employed nurses of grade Ⅲ-A general hospitals :as intermediary with job satisfaction%三级甲等医院新入职护士组织公平、工作满意度和离职意向相关性研究

    Institute of Scientific and Technical Information of China (English)

    涂丽娟; 孔令磷; 张平

    2013-01-01

    Objective:To explore the relationship among organizational justice,job satisfaction and turnover intension of newly-employed nurses of grade Ⅲ-A general hospitals.Methods:350 newly-employed nurses were selected and Organizational Justice Questionnaire,Minnesota Satisfaction Questionnaire and Turnover Intension Questionnaire were used to conduct a survey and the data were analyzed.Results:The average scores of each dimention of organizational justice of the newly-employed nurses were (8.61 ± 3.33) ponits and the total scores were (25.82 ± 9.36) points ; the average scores of each dimention of job satisfaction of the newly-employed nurses were (46.68 ± 13.5) points and the total scores were (104.40 ± 34.41) points; the total scores of turnover intension were (9.34 ± 7.32) points.There was significantly positive correlation between organizational justice and job satisfaction (P < 0.05) ; the organizational justice and job satisfaction were negatively correlated with turnover intension (P < 0.01) ;regression analysis showed that two variables to the prediction coefficients of turnover intention were-0.127 and-0.490 (P < 0.05,P < 0.01).Conclusion:The organizational justice,job satisfaction and turnover intention of the newly-employed nurses is closely related to.The organizational justice and job satisfaction in high level is conducive to reducing turnover intension of newly-employed nurses and the organizational justice affects turnover intention through job satisfaction.%目的:调查三级甲等医院新入职护士组织公平、工作满意度和离职意向状况并分析三者相关性.方法:抽取三级甲等医院350名新入职护士,采用组织公平量表(OJQ)、明尼苏达满意度问卷短式量表(MSQ)和离职意向问卷对其进行调查分析.结果:三级甲等医院新入职护士组织公平各维度均分为(8.61±3.33)分,总分(25.82±9.36)分;工作满意度各维度均分为(46.68±13.53)分,总分(104.40±34.41)

  17. A Social Network Perspective on Turnover Intentions : The Role of Distributive Justice and Social Support

    NARCIS (Netherlands)

    Soltis, Scott M.; Agneessens, Filip; Sasovova, Zuzana; Labianca, Giuseppe (Joe)

    Organizations are increasingly concerned about retaining human talent, particularly within knowledge-based industries where turnover is expensive. Our study employs a social network perspective to explore the influence of employees' formal and informal workplace relationships on their turnover

  18. The validation of the turnover intention scale

    Directory of Open Access Journals (Sweden)

    Chris F.C. Bothma

    2013-01-01

    Full Text Available Orientation: Turnover intention as a construct has attracted increased research attention in the recent past, but there are seemingly not many valid and reliable scales around to measure turnover intention.Research purpose: This study focused on the validation of a shortened, six-item version of the turnover intention scale (TIS-6.Motivation for the study: The research question of whether the TIS-6 is a reliable and a valid scale for measuring turnover intention and for predicting actual turnover was addressed in this study.Research design, approach and method: The study was based on a census-based sample (n= 2429 of employees in an information, communication and technology (ICT sector company (N= 23 134 where the TIS-6 was used as one of the criterion variables. The leavers (those who left the company in this sample were compared with the stayers (those who remained in the employ of the company in this sample in respect of different variables used in the study.Main findings: It was established that the TIS-6 could measure turnover intentions reliably (α= 0.80. The TIS-6 could significantly distinguish between leavers and stayers (actual turnover, thereby confirming its criterion-predictive validity. The scale also established statistically significant differences between leavers and stayers in respect of a number of the remaining theoretical variables used in the study, thereby also confirming its differential validity. These comparisons were conducted for both the 4-month and the 4-year period after the survey was conducted.Practical/managerial implications: Turnover intention is related to a number of variables in the study which necessitates a reappraisal and a reconceptualisation of existing turnover intention models.Contribution/value-add: The TIS-6 can be used as a reliable and valid scale to assess turnover intentions and can therefore be used in research to validly and reliably assess turnover intentions or to

  19. How Teacher Turnover Harms Student Achievement. NBER Working Paper No. 17176

    Science.gov (United States)

    Ronfeldt, Matthew; Lankford, Hamilton; Loeb, Susanna; Wyckoff, James

    2011-01-01

    Researchers and policymakers often assume that teacher turnover harms student achievement, but recent evidence calls into question this assumption. Using a unique identification strategy that employs grade-level turnover and two classes of fixed-effects models, this study estimates the effects of teacher turnover on over 600,000 New York City 4th…

  20. Predicting nursing turnover with catastrophe theory.

    Science.gov (United States)

    Wagner, Cheryl M

    2010-09-01

    This paper is a report of a study comparing an innovative nonlinear model and a traditional linear model for accuracy in prediction of nursing turnover. An international, sustained nursing shortage creates a need to target accurately the staff population at risk for turnover. Existing linear methodology is cumbersome with the number of variables needed, while producing inadequate results. Nonlinear modelling methods offer increased simplicity and accuracy in predictability. A correlational survey with a longitudinal cohort prospective study was carried out in 2005-2006 with a convenience sample of 1033 Registered Nurses from the Midwest region of the United States of America. At time 1, 756 usable questionnaires were returned and 496 at time 2. Data analysis included analyses of a cusp catastrophe model, a cube-shaped four-dimensional figure with a top that provided a down-turning slope area (the catastrophe/cusp zone). This fluid, dynamic cusp version employed the smallest number of control and dependent variables. The exceedingly small turnover sample preempted the use of the computerized program Cuspfit; a proven quasi-quantitative methodology demonstrated 80.4% predictability in the cusp catastrophe model overall and 53.6% correct predictions of actual terminations, particularly in nurses with turnover were accurate predictor variables; job tension was not. Catastrophe models are useful in predicting nursing turnover. Future nursing researchers should act on this evidence to benefit forthcoming studies and the profession.

  1. 产业转型升级背景下的新生代农民工失业和离职--基于就业能力的分析框架%Unemployment and Turnover of New-generation Migrant Workers in the Context of Industrial Transformation and Upgrading-An Analytical Framework Based on Employability

    Institute of Scientific and Technical Information of China (English)

    李群; 杨东涛; 陈郁炜

    2014-01-01

    At present,new-generation migrant workers engage in various industries,especially in manufacturing industry, and become an indispensable part of the urban social life. However, with the continuous progress of domestic industrial transformation and upgrading, both many enterprises and numerous new-generation migrant workers are facing the severe situation of recruitment and employment. The employability is the essential element to determine the employment for new-generation migrant workers. The paper applies Fugate (2004) to classify the employability, and analyzes the present situation of the employability of new-generation migrant workers from the perspectives of professional identity, adaptabili⁃ty,human capital and social capital. Based on the study,the paper puts forward the analytical framework of unemployment and turnover of new-generation migrant workers: the employability of new-generation migrant workers cannot match the re⁃quirements of labor market and enterprises, which leads to unemployment; although the employability of new-generation migrant workers can match the requirements of labor market and enterprises, the enterprises cannot meet their basic de⁃mands, which results in frequent turnover. Therefore, the paper proposes that we should improve the employability of new-generation migrant workers in order to realize employment through the support of government policies and their self-management for unemployed migrant workers; we should also reduce turnover and realize high quality employment on the basis of stable employment through the establishment of organizational support fit and the active development of mentor⁃ing relationship projects for employed migrant workers.%当前,新生代农民工与城市各个产业尤其是制造业有机相连,成为城市社会生活不可或缺的一部分。然而,随着国内产业转型升级的不断推进,许多企业和众多新生代农民工都面临用工与就业的严峻考验。对于

  2. Testing and Evaluating C3I Systems That Employ AI. Volume 1. Handbook for Testing Expert Systems

    Science.gov (United States)

    1991-01-31

    implements the multiattribute utility analysis ( MAUA ) framework for testing and evaluating expert systems described in Volume 1. Volume 1 is intended as...our methods may wish to skim Chapter 7, "Pulling It All Together," first. He or she may then wish to review the attributes in the MAUA hierarchy...presented in the latter half of Chapter 3, "Proposed MAUA Framework for Testing and Evaluating Expert Systems." A detailed example of the method is given

  3. Mitochondrial Biogenesis and Turnover

    OpenAIRE

    Diaz, Francisca; Moraes, Carlos T.

    2008-01-01

    Mitochondrial biogenesis is a complex process involving the coordinated expression of mitochondrial and nuclear genes, the import of the products of the latter into the organelle and turnover. The mechanisms associated with these events have been intensively studied in the last twenty years and our understanding of their details is much improved. Mitochondrial biogenesis requires the participation of calcium signaling that activates a series of calcium dependent protein kinases that in turn a...

  4. Differences in Bone Quality between High versus Low Turnover Renal Osteodystrophy

    Energy Technology Data Exchange (ETDEWEB)

    Porter, Daniel S. [University of Kentucky, Lexington; Pienkowski, David [University of Kentucky, Lexington; Faugere, Marie-Claude [Albert B. Chandler Medical Center; Malluche, Hartmut H. [Albert B. Chandler Medical Center

    2012-01-01

    Abnormal bone turnover is common in chronic kidney disease (CKD), but its effects on bone quality remain unclear. This study sought to quantify the relationship between abnormal bone turnover and bone quality. Iliac crest bone biopsies were obtained from CKD-5 patients on dialysis with low (n=18) or high (n=17) turnover, and from volunteers (n=12) with normal turnover and normal kidney function. Histomorphometric methods were used to quantify the microstructural parameters; Fourier transform infrared spectroscopy and nanoindentation were used to quantify the material and mechanical properties in bone. Reduced mineral-to-matrix ratio, mineral crystal size, stiffness and hardness were observed in bone with high turnover compared to bone with normal or low turnover. Decreased cancellous bone volume and trabecular thickness were seen in bone with low turnover compared to bone with normal or high turnover. Bone quality, as defined by its microstructural, material, and mechanical properties, is related to bone turnover. These data suggest that turnover related alterations in bone quality may contribute to the known diminished mechanical competence of bone in CKD patients, albeit from different mechanisms for bone with high (material abnormality) vs. low (microstructural alteration) turnover. The present findings suggest that improved treatments for renal osteodystrophy should seek to avoid low or high bone turnover and aim for turnover rates as close to normal as possible.

  5. Employee turnover and productivity among small business entities in Nigeria

    Directory of Open Access Journals (Sweden)

    John N. N. Ugoani

    2016-12-01

    Full Text Available This study was designed to evaluate the problems of employee turnover on productivity among small business entities in Nigeria, and recommend remedial actions. Employee turnover is the separation of employees from employers and replacement with other employees. Productive manpower is a critical element for the economic survival of any small business entity. The survey research design was used for the study. The sample comprised of 320 respondents. Data generated were analyzed by using descriptive, and Z-test statistical techniques. It was found that employee turnover adversely affects productivity in small business entities.

  6. How Serious of a Problem is Staff Turnover in Substance Abuse Treatment? A Longitudinal Study of Actual Turnover1

    Science.gov (United States)

    Eby, Lillian T.; Burk, Hannah; Maher, Charleen P.

    2010-01-01

    In the substance abuse treatment field, the annual turnover rate is cited as being anywhere between 19 and 50 percent (Johnson & Roman, 2002; Gallon, Gabriel, & Knudsen, 2003; Knudsen et al., 2003; McLellan et al., 2003). However, no research to date has evaluated these claims by tracking turnover longitudinally using organizational turnover data from substance abuse treatment centers. This research presents the results of a longitudinal study designed to systematically examine actual turnover among counselors and clinical supervisors. Twenty-seven geographically dispersed treatment organizations, serving a wide range of clients in the public and private sector, provided data for the study over a two year time span (2008–2009). The annual turnover rate was 33.2% for counselors and 23.4% for clinical supervisors. For both groups the majority of turnover was voluntary (employee-initiated). Specific reasons for turnover were largely consistent across the two groups, with the most common reason being a new job or new opportunity. The findings are discussed in terms of the unique employment context of substance abuse treatment. Practical recommendations are also discussed to help stem the tide of turnover in the field of substance abuse treatment. PMID:20675097

  7. How serious of a problem is staff turnover in substance abuse treatment? A longitudinal study of actual turnover.

    Science.gov (United States)

    Eby, Lillian T; Burk, Hannah; Maher, Charleen P

    2010-10-01

    In the substance abuse treatment field, the annual turnover rate is cited as being anywhere between 19% and 50% (J.A. Johnson & P.M. Roman, 2002; S.L. Gallon, R.M. Gabriel, J.R.W. Knudsen, 2003; H.K. Knudsen, J.A. Johnson, & P.M. Roman, 2003; A.T. McLellan, D. Carise, & H.D. Kleber, 2003). However, no research to date has evaluated these claims by tracking turnover longitudinally using organizational turnover data from substance abuse treatment centers. This research presents the results of a longitudinal study designed to systematically examine actual turnover among counselors and clinical supervisors. Twenty-seven geographically dispersed treatment organizations, serving a wide range of clients in the public and private sector, provided data for the study over a 2-year time span (2008-2009). The annual turnover rate was 33.2% for counselors and 23.4% for clinical supervisors. For both groups, the majority of turnover was voluntary (employee-initiated). Specific reasons for turnover were largely consistent across the two groups, with the most common reason being a new job or new opportunity. The findings are discussed in terms of the unique employment context of substance abuse treatment. Practical recommendations are also discussed to help stem the tide of turnover in the field of substance abuse treatment. Copyright (c) 2010 Elsevier Inc. All rights reserved.

  8. Mitochondrial biogenesis and turnover.

    Science.gov (United States)

    Diaz, Francisca; Moraes, Carlos T

    2008-07-01

    Mitochondrial biogenesis is a complex process involving the coordinated expression of mitochondrial and nuclear genes, the import of the products of the latter into the organelle and turnover. The mechanisms associated with these events have been intensively studied in the last 20 years and our understanding of their details is much improved. Mitochondrial biogenesis requires the participation of calcium signaling that activates a series of calcium-dependent protein kinases that in turn activate transcription factors and coactivators such as PGC-1alpha that regulates the expression of genes coding for mitochondrial components. In addition, mitochondrial biogenesis involves the balance of mitochondrial fission-fusion. Mitochondrial malfunction or defects in any of the many pathways involved in mitochondrial biogenesis can lead to degenerative diseases and possibly play an important part in aging.

  9. How Employee Turnover Affects Productivity

    DEFF Research Database (Denmark)

    Eriksen, Bo

    Research on employee turnover suggests that turnover results in negative organization-level outcomes. This paper provides a firm-level analysis of the impact of the in- and outflows of human resources on productivity and how the presence of organizational slack resources moderates the effects...

  10. How Employee Turnover Affects Productivity

    DEFF Research Database (Denmark)

    Eriksen, Bo

    Research on employee turnover suggests that turnover results in negative organization-level outcomes. This paper provides a firm-level analysis of the impact of the in- and outflows of human resources on productivity and how the presence of organizational slack resources moderates the effects...... of employee turnover. Drawing on a unique longitudinal dataset of 2,926 Danish manufacturing firms that combine individual-level data with firm-level data, the paper shows that job turnover has a substantial negative effect on total productivity but that the firm’s size, its capital intensity, and its age...... moderate this effect so that the negative consequences of employee turnover are less severe for larger, older and capital intensive firms. These moderating variables indicate the presence of slack resources in the firm, and thus that the accumulation of slack reduces the efficiency losses from employee...

  11. How Employee Turnover Affects Productivity

    DEFF Research Database (Denmark)

    Eriksen, Bo

    Research on employee turnover suggests that turnover results in negative organization-level outcomes. This paper provides a firm-level analysis of the impact of the in- and outflows of human resources on productivity and how the presence of organizational slack resources moderates the effects...... of employee turnover. Drawing on a unique longitudinal dataset of 2,926 Danish manufacturing firms that combine individual-level data with firm-level data, the paper shows that job turnover has a substantial negative effect on total productivity but that the firm’s size, its capital intensity, and its age...... moderate this effect so that the negative consequences of employee turnover are less severe for larger, older and capital intensive firms. These moderating variables indicate the presence of slack resources in the firm, and thus that the accumulation of slack reduces the efficiency losses from employee...

  12. Collagen turnover after tibial fractures

    DEFF Research Database (Denmark)

    Joerring, S; Krogsgaard, M; Wilbek, H

    1994-01-01

    Collagen turnover after tibial fractures was examined in 16 patients with fracture of the tibial diaphysis and in 8 patients with fracture in the tibial condyle area by measuring sequential changes in serological markers of turnover of types I and III collagen for up to 26 weeks after fracture...... collagen. A group comparison showed characteristic sequential changes in the turnover of types I and III collagen in fractures of the tibial diaphysis and tibial condyles. The turnover of type III collagen reached a maximum after 2 weeks in both groups. The synthesis of type I collagen reached a maximum...... after 2 weeks in the diaphyseal fractures and after 6 weeks in the condylar fractures. The degradation of type I collagen increased after 4 days and reached a maximum at 2 weeks in both groups. The interindividual variation was wide. On a group basis, the turnover of types I and III collagen had...

  13. Managing voluntary turnover through challenging assignments

    NARCIS (Netherlands)

    Preenen, P.T.Y.; Pater, I.E. de; Vianen, A.E.M. van; Keijzer, L.

    2011-01-01

    This study examines employees' challenging assignments as manageable means to reduce turnover intentions, job search behaviors, and voluntary turnover. Results indicate that challenging assignments are negatively related to turnover intentions and job search behaviors and that these relationships

  14. Estimation of Employee Turnover with Competing Risks Models

    Directory of Open Access Journals (Sweden)

    Grzenda Wioletta

    2015-12-01

    Full Text Available Employee turnover accompanies every business organization, regardless of the industry and size. Nowadays, many companies struggle with problems related to the lack of sufficient information about the nature of employee turnover processes. Therefore, comprehensive analysis of these processes is necessary. This article aims to examine the turnover of employees from a big manufacturing company using competing risks models with covariates and without covariates. This technique allows to incorporate the information about the type of employment contract termination. Moreover, Cox proportional hazard model enables the researcher to analyse simultaneously multiple factors that affect employment duration. One of the major observations is that employee remuneration level differentiates most strongly the risk of job resignation.

  15. Substance abuse-specific knowledge transfer or loss? Treatment program turnover versus professional turnover among substance abuse clinicians.

    Science.gov (United States)

    Eby, Lillian T; Laschober, Tanja C; Curtis, Sara L

    2014-01-01

    This longitudinal study investigated the extent to which substance abuse (SA) clinician turnover is associated with SA-specific knowledge loss due to change in professions (professional turnover) versus SA-specific knowledge transfer due to movement from one SA clinical setting to another (treatment program turnover). For this study, clinicians had to have voluntarily left their current treatment program. Eligible clinicians completed a quantitative survey while employed and a qualitative post-employment exit interview 1 year later. Compared to those that exited the SA profession (n = 99), clinicians who changed treatment programs (n = 120) had greater SA-specific formal knowledge and were more likely to be personally in recovery. No differences were found between the two groups in terms of SA-specific practical knowledge.

  16. Chinese Teachers' Work Stress and Their Turnover Intention

    Science.gov (United States)

    Liu, Shujie; Onwuegbuzie, Anthony J.

    2012-01-01

    This survey study employed qualitative dominant mixed research to explore the sources of teacher stress in China and the possible reasons for Chinese teachers' turnover intention. The data were collected in Jilin Province of China, and 510 teachers participated in the survey. Quantitatively, 40.4% of the surveyed teachers reported that they…

  17. Chinese Teachers' Work Stress and Their Turnover Intention

    Science.gov (United States)

    Liu, Shujie; Onwuegbuzie, Anthony J.

    2012-01-01

    This survey study employed qualitative dominant mixed research to explore the sources of teacher stress in China and the possible reasons for Chinese teachers' turnover intention. The data were collected in Jilin Province of China, and 510 teachers participated in the survey. Quantitatively, 40.4% of the surveyed teachers reported that they…

  18. The Key to Lowering Staff Turnover Is in the Hiring.

    Science.gov (United States)

    Fowler, Dora

    1996-01-01

    Discusses the benefits of using a preemployment test to help screen job candidates for those qualities that lead to cost-effective long-term employment. Gives an example of how to determine the cost of staff turnover at any child-care facility. (ET)

  19. Business Ethics & Employee Turnover: CAFE Matrix

    OpenAIRE

    Sapovadia, Vrajlal; Patel, Sweta

    2013-01-01

    Abstract: Business ethics is in discussion for its importance universally, so is the employee turnover in business. Unethical practices are unwanted, so is the high employee turnover. Unethical practices and high employee turnover in business is ubiquitous. No consensus exists on defining ethics. Employee turnover is well defined, but there is no consensus on when employee turnover is disadvantageous for the company. The Golden Rule or ethic of reciprocity, a maxim states that either ...

  20. CEO Turnover and Market Reaction in Indonesia

    Directory of Open Access Journals (Sweden)

    Doddy Setiawan

    2013-07-01

    Full Text Available This research examines Chief Executive Officer (CEO turnover and market reaction in Indonesia. The sample of this research consists of 213 CEO turnover announcements for Indonesia Stock Exchange during 2000–2010 period. T-tests were used to investigate the effect of CEO turnover announcement on abnormal stock return during the event windows periods. The results of this research show that there is positive reaction on the CEO turnover announcements. This research considers both routine and non routine CEO turnover processes. This research finds that both turnover processes have information content to investor. This research also finds positive reaction on the announcements of outsider incoming CEO, while investors do not react on the announcement of insider incoming CEO. Thus, this research provides evidence that CEO turnover announcement have information content.   Keywords: CEO turnover, stock price, turnover process, the origin of incoming CEO

  1. HUMAN RESOURCE PRACTICES AS DETERMINANTS OF EMPLOYEE TURNOVER: AN EMPIRICAL INVESTIGATION

    Directory of Open Access Journals (Sweden)

    Muhammad Aminu Bawa

    2005-01-01

    Full Text Available The volume of literature on the causes of employee turnover continues to grow. In spite of this, attempts to distinguish between the causes of voluntary and involuntary turnover in organizations, though recognized for quite some time, receive little attention from researchers. The two phenomena seem to be influenced by a different set of factors. There are clear-cut theoretical and empirical reasons for this assertion. The objective of this paper is to investigate the relationship between human resource (HR practices and employee turnover in Malaysia where companies are generally experiencing labour shortage and labour turnover. Using data collected from a census of managers, the study utilized Analysis of Variance (ANOVA and simple regression and tested hypotheses developed to investigate the relationship between HR practices and employee voluntary and involuntary turnover. The results show that (1 staffing process and employee monitoring were effective in reducing involuntary turnover, and (2 none of the HR practices were effective in reducing voluntary turnover. In other words, workers continue to leave or quit irrespective of the type of HR practices implemented. The paper concludes that economic factors such as availability of alternative jobs are most likely relevant in explaining the turnover process. Based on these findings, various strategies were suggested which have wider managerial and policy implications for the management of turnover in similar settings.

  2. Biochemical markers of bone turnover

    Energy Technology Data Exchange (ETDEWEB)

    Kim, Deog Yoon [College of Medicine, Kyunghee Univ., Seoul (Korea, Republic of)

    1999-08-01

    Biochemical markers of bone turnover has received increasing attention over the past few years, because of the need for sensitivity and specific tool in the clinical investigation of osteoporosis. Bone markers should be unique to bone, reflect changes of bone less, and should be correlated with radiocalcium kinetics, histomorphometry, or changes in bone mass. The markers also should be useful in monitoring treatment efficacy. Although no bone marker has been established to meet all these criteria, currently osteocalcin and pyridinium crosslinks are the most efficient markers to assess the level of bone turnover in the menopausal and senile osteoporosis. Recently, N-terminal telopeptide (NTX), C-terminal telopeptide (CTX) and bone specific alkaline phosphatase are considered as new valid markers of bone turnover. Recent data suggest that CTX and free deoxypyridinoline could predict the subsequent risk of hip fracture of elderly women. Treatment of postmenopausal women with estrogen, calcitonin and bisphosphonates demonstrated rapid decrease of the levels of bone markers that correlated with the long-term increase of bone mass. Factors such as circadian rhythms, diet, age, sex, bone mass and renal function affect the results of biochemical markers and should be appropriately adjusted whenever possible. Each biochemical markers of bone turnover may have its own specific advantages and limitations. Recent advances in research will provide more sensitive and specific assays.

  3. Turnover of nursing employees in a Gauteng hospital group

    Directory of Open Access Journals (Sweden)

    Japie Greyling

    2010-03-01

    Full Text Available Orientation: The South African nursing profession is in a crisis as professional nurses leave the country in search of lucrative work overseas.Research purpose: The purpose of this study was to investigate individual determinants of voluntary turnover to identify a risk-group profile.Motivation for the study: Nursing employers should have a clearer understanding of the dynamics around nurses’ turnover behaviour and embark on strategies to retain their talent.Research design, approach and method: A survey measuring voluntary turnover was conducted among 262 professional and assistant nurses in three selected hospitals in Gauteng province using the McCarthy, Tyrrell and Cronin (2002 instrument. Pearson’s chi square with Yates’s continuity correction tested the relationship among the variables presented in a contingency table, in other words the risk group and each of the individual determinants.Main findings: Discontent with salaries was the major determinant of the nurses’ resignation. Organisational causes were nursing practices, the work environment, physical-emotional costs and employment opportunities after resignation.Practical/managerial implications: Hospital management could indeed establish a good rapport with nursing staff while facilitating respectful and ethical conduct by doctors towards nursing staff. Putting into place effective labour practices and business strategies could improve job satisfaction in the workplace.Contribution/value-add: This study contributed to a greater understanding of the personal and organisational determinants of the turnover of nurses in South African hospitals.

  4. A literature review of nursing turnover costs.

    Science.gov (United States)

    Li, Yin; Jones, Cheryl B

    2013-04-01

    To report the findings of a literature review of studies examining nursing staff turnover costs published between 1990 and 2010. Nurse turnover is a global concern that is both costly for health-care organizations and, in the context of the work environment, affects quality and safety. We reviewed past literature and describe the conceptualization of nurse turnover, evaluate the methodologies and calculation of costs, identify the reported range of turnover costs and provide suggestions for future study. We report inconsistencies in past studies in terms of the conceptualization and measurement of nurse turnover and turnover rates, the methodologies for gathering data and the data sources used, the approaches for calculating turnover costs and the resulting nursing staff turnover costs estimated. Past studies reached different conclusions about nurse turnover. We still need to explore the actual costs and benefits of nurse turnover and retention. This study should be helpful for nurse executives as they build a business case to address nurse turnover in their organizations, and for policy-makers as they develop policies about turnover. © 2012 Blackwell Publishing Ltd.

  5. Measuring Staff Turnover in Nursing Homes

    Science.gov (United States)

    Castle, Nicholas G.

    2006-01-01

    Purpose: In this study the levels of staff turnover reported in the nursing home literature (1990-2003) are reviewed, as well as the definitions of turnover used in these prior studies. With the use of primary data collected from 354 facilities, the study addresses the various degrees of bias that result, depending on how staff turnover is defined…

  6. Using Turnover as a Recruitment Strategy

    Science.gov (United States)

    Duncan, Sandra

    2009-01-01

    Teacher turnover is notoriously high in the field of early childhood education with an estimated 33% of staff exiting the workplace each year. Turnover is costly. Not only do high levels of turnover negatively impact children's growth and development, it also erodes the program's economic stability and wherewithal to provide effective operations…

  7. Turnover: strategies for staff retention.

    Science.gov (United States)

    SnowAntle, S

    1990-01-01

    This discussion has focused on a number of areas where organizations may find opportunities for more effectively managing employee retention. Given the multitude of causes and consequences, there is no one quick fix. Effective management of employee retention requires assessment of the entire human resources process, that is, recruitment, selection, job design, compensation, supervision, work conditions, etc. Regular and systematic diagnosis of turnover and implementation of multiple strategies and evaluation are needed (Mobley, 1982).

  8. Supervisory turnover in outpatient substance abuse treatment.

    Science.gov (United States)

    Knight, Danica K; Broome, Kirk M; Edwards, Jennifer R; Flynn, Patrick M

    2011-01-01

    Staff turnover is a significant issue within substance abuse treatment, with implications for service delivery and organizational health. This study examined factors associated with turnover among supervisors in outpatient substance abuse treatment. Turnover was conceptualized as being an individual response to organizational-level influences, and predictors represent aggregate program measures. Participants included 532 staff (including 467 counselors and 65 clinical/program directors) from 90 programs in four regions of the USA. Using logistic regression, analyses of structural factors indicated that programs affiliated with a parent organization and those providing more counseling hours to clients had higher turnover rates. When measures of job attitudes were included, only parent affiliation and collective appraisal of satisfaction were related to turnover. Subsequent analyses identified a trend toward increased supervisory turnover when satisfaction was low following the departure of a previous supervisor. These findings suggest that organizational-level factors can be influential in supervisory turnover.

  9. WORK OVERLOAD AND TURNOVER INTENTION OF JUNIOR AUDITORS IN GREATER JAKARTA, INDONESIA

    Directory of Open Access Journals (Sweden)

    Andika Pradana

    2015-11-01

    Full Text Available This paper aims to analyze how work overload influences turnover intentions of newly hired junior auditors in public accounting offices. Job satisfaction, work related stress and work life conflicts are used as mediating variables between work overload and turnover intention. This study employed 141 auditors from several accounting firms operating in the Greater Jakarta region. The sample was selected using purposive sampling. Three mediation hypotheses were tested using Structural Equation Modeling (SEM. The results show that work overload has a significant effect on increas- ing turnover intention through both job satisfaction and work related stress. In comparison, work overload does not influence turnover intention through work life balance. This may be due to the nature of the respondents, in which a majority of the newly hired accountants employed in this study are unmarried.

  10. The Soft Underbelly of System Change: The Role of Leadership and Organizational Climate in Turnover during Statewide Behavioral Health Reform.

    Science.gov (United States)

    Aarons, Gregory A; Sommerfeld, David H; Willging, Cathleen E

    2011-01-01

    This study examined leadership, organizational climate, staff turnover intentions, and voluntary turnover during a large-scale statewide behavioral health system reform. The initial data collection occurred nine months after initiation of the reform with a follow-up round of data collected 18 months later. A self-administered structured assessment was completed by 190 participants (administrators, support staff, providers) employed by 14 agencies. Key variables included leadership, organizational climate, turnover intentions, turnover, and reform-related financial stress ("low" versus "high") experienced by the agencies. Analyses revealed that positive leadership was related to a stronger empowering climate in both high and low stress agencies. However, the association between more positive leadership and lower demoralizing climate was evident only in high stress agencies. For both types of agencies empowering climate was negatively associated with turnover intentions, and demoralizing climate was associated with stronger turnover intentions. Turnover intentions were positively associated with voluntary turnover. Results suggest that strong leadership is particularly important in times of system and organizational change and may reduce poor climate associated with turnover intentions and turnover. Leadership and organizational context should be addressed to retain staff during these periods of systemic change.

  11. Entrepreneurship and Employment Stability

    DEFF Research Database (Denmark)

    Failla, Virgilio; Melillo, Francesca; Reichstein, Toke

    2017-01-01

    are identified and empirically explored: (i) job matching, (ii) labour market value, and (iii) personal commitment. Entrepreneurs appear to be more productive and thus better matched compared to wageworkers. However, they also appear to be locked in entrepreneurship because of their anticipated lower value...... in the labour market and because of their personal attachment to the venture. The counter-intuitive finding – entrepreneurship yields greater employment stability – only holds with respect to subsequent transitions to wagework and not for new venture founding. The results have implications for our understanding......This paper challenges the conventional belief that entrepreneurship is an unstable career path. Using longitudinal matched employer–employee data from Denmark, the analysis reveals that a transition to entrepreneurship decreases individual's employment turnover tendency. Three explanations...

  12. Staff Turnover in the Information and Communication Technology (ICT) Sector in South Africa

    Science.gov (United States)

    Mavuso Mda, Adele

    2010-01-01

    This dissertation presents two frameworks of what drives the ICT workers' decisions to terminate their employment with their employers, using in-depth interviewing of 38 ICT participants in different industry sectors in South Africa. The findings show external labor markets (ELMs) and internal labor markets (ILM) turnover factor across information…

  13. Hybrid mathematical model of cardiomyocyte turnover in the adult human heart.

    Directory of Open Access Journals (Sweden)

    Jeremy A Elser

    Full Text Available RATIONALE: The capacity for cardiomyocyte regeneration in the healthy adult human heart is fundamentally relevant for both myocardial homeostasis and cardiomyopathy therapeutics. However, estimates of cardiomyocyte turnover rates conflict greatly, with a study employing C14 pulse-chase methodology concluding 1% annual turnover in youth declining to 0.5% with aging and another using cell population dynamics indicating substantial, age-increasing turnover (4% increasing to 20%. OBJECTIVE: Create a hybrid mathematical model to critically examine rates of cardiomyocyte turnover derived from alternative methodologies. METHODS AND RESULTS: Examined in isolation, the cell population analysis exhibited severe sensitivity to a stem cell expansion exponent (20% variation causing 2-fold turnover change and apoptosis rate. Similarly, the pulse-chase model was acutely sensitive to assumptions of instantaneous incorporation of atmospheric C14 into the body (4-fold impact on turnover in young subjects while numerical restrictions precluded otherwise viable solutions. Incorporating considerations of primary variable sensitivity and controversial model assumptions, an unbiased numerical solver identified a scenario of significant, age-increasing turnover (4-6% increasing to 15-22% with age that was compatible with data from both studies, provided that successive generations of cardiomyocytes experienced higher attrition rates than predecessors. CONCLUSIONS: Assignment of histologically-observed stem/progenitor cells into discrete regenerative phenotypes in the cell population model strongly influenced turnover dynamics without being directly testable. Alternatively, C14 trafficking assumptions and restrictive models in the pulse-chase model artificially eliminated high-turnover solutions. Nevertheless, discrepancies among recent cell turnover estimates can be explained and reconciled. The hybrid mathematical model provided herein permits further examination of

  14. Guide to good practices for operations turnover

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1998-12-01

    This Guide to Good Practices is written to enhance understanding of, and provide direction for, Operations Turnover, Chapter XII of Department of Energy (DOE) Order 5480.19, Conduct of Operations Requirements for DOE Facilities. The practices in this guide should be considered when planning or reviewing operations turnover programs. Contractors are advised to adopt procedures that meet the intent of DOE Order 5480.19. Operations Turnover is an element of an effective Conduct of Operations program. The complexity and array of activities performed in DOE facilities dictate the necessity for a formal operations turnover program to promote safe and efficient operations.

  15. The costs of turnover in nursing homes

    Science.gov (United States)

    Mukamel, Dana B.; Spector, William D.; Limcangco, Rhona; Wang, Ying; Feng, Zhanlian; Mor, Vincent

    2009-01-01

    Background Turnover rates in nursing homes have been persistently high for decades, ranging upwards of 100%. Objectives To estimate the net costs associated with turnover of direct care staff in nursing homes. Data and sample 902 nursing homes in California in 2005. Data included Medicaid cost reports, the Minimum Data Set (MDS), Medicare enrollment files, Census and Area Resource File (ARF). Research Design We estimated total cost functions, which included in addition to exogenous outputs and wages, the facility turnover rate. Instrumental variable (IV) limited information maximum likelihood techniques were used for estimation to deal with the endogeneity of turnover and costs. Results The cost functions exhibited the expected behavior, with initially increasing and then decreasing returns to scale. The ordinary least square estimate did not show a significant association between costs and turnover. The IV estimate of turnover costs was negative and significant (p=0.039). The marginal cost savings associated with a 10 percentage point increase in turnover for an average facility was $167,063 or 2.9% of annual total costs. Conclusion The net savings associated with turnover offer an explanation for the persistence of this phenomenon over the last decades, despite the many policy initiatives to reduce it. Future policy efforts need to recognize the complex relationship between turnover and costs. PMID:19648834

  16. The costs of turnover in nursing homes.

    Science.gov (United States)

    Mukamel, Dana B; Spector, William D; Limcangco, Rhona; Wang, Ying; Feng, Zhanlian; Mor, Vincent

    2009-10-01

    Turnover rates in nursing homes have been persistently high for decades, ranging upwards of 100%. To estimate the net costs associated with turnover of direct care staff in nursing homes. DATA AND SAMPLE: Nine hundred two nursing homes in California in 2005. Data included Medicaid cost reports, the Minimum Data Set, Medicare enrollment files, Census, and Area Resource File. We estimated total cost functions, which included in addition to exogenous outputs and wages, the facility turnover rate. Instrumental variable limited information maximum likelihood techniques were used for estimation to deal with the endogeneity of turnover and costs. The cost functions exhibited the expected behavior, with initially increasing and then decreasing returns to scale. The ordinary least square estimate did not show a significant association between costs and turnover. The instrumental variable estimate of turnover costs was negative and significant (P = 0.039). The marginal cost savings associated with a 10% point increase in turnover for an average facility was $167,063 or 2.9% of annual total costs. The net savings associated with turnover offer an explanation for the persistence of this phenomenon over the last decades, despite the many policy initiatives to reduce it. Future policy efforts need to recognize the complex relationship between turnover and costs.

  17. Substance use disorder counselors' job performance and turnover after 1 year: linear or curvilinear relationship?

    Science.gov (United States)

    Laschober, Tanja C; de Tormes Eby, Lillian Turner

    2013-07-01

    The main goals of the current study were to investigate whether there are linear or curvilinear relationships between substance use disorder counselors' job performance and actual turnover after 1 year utilizing four indicators of job performance and three turnover statuses (voluntary, involuntary, and no turnover as the reference group). Using longitudinal data from 440 matched counselor-clinical supervisor dyads, results indicate that overall, counselors with lower job performance are more likely to turn over voluntarily and involuntarily than not to turn over. Further, one of the job performance measures shows a significant curvilinear effect. We conclude that the negative consequences often assumed to be "caused" by counselor turnover may be overstated because those who leave both voluntarily and involuntarily demonstrate generally lower performance than those who remain employed at their treatment program.

  18. Associations between perceived employability, employee well-being, and its contribution to organizational success: a matter of psychological contracts?

    NARCIS (Netherlands)

    Cuyper, de N.; Heijden, van der B.I.J.M.; Witte, van de H.

    2011-01-01

    We investigated interactions between perceived employability and employees' perceptions about psychological contract obligations made by the employer in relation to life and job satisfaction, self-rated performance, and turnover intention. We hypothesized that perceived employability relates positiv

  19. Can transformational managers control turnover intention?

    Directory of Open Access Journals (Sweden)

    Massad A. Alatawi

    2017-01-01

    Full Text Available Orientation and research purpose: Employee turnover is a complex phenomenon that has negative consequences for organisations. The purpose of this study was to measure the correlation between transformational leadership style and turnover intention to control the employee turnover rate in organisations.Research method: This study utilised a two-stage clustering method and web-based survey research with a correlational design to collect the data. A total of 356 responses were collected from 14 clusters in Southern California; however, the final selected data for analysis came from 210 subjects with a cluster-sampling design of (14 × 15.Main findings and managerial implications: This study concluded that the transformational leadership style has a negative correlation with turnover intention. Managers who adopt this style of leadership can expect lower rates of turnover; thus, they can stay competitive in an unstable economy and achieve enhanced productivity, improved performance and reduction in expenses.

  20. Predictors of turnover intention in nurse faculty.

    Science.gov (United States)

    Gormley, Denise K; Kennerly, Susan

    2011-04-01

    Turnover of nurse faculty is an increasingly important issue in nursing as the available number of qualified faculty continues to decrease. Understanding the factors that contribute to turnover is important to academic administrators to retain and recruit qualified nursing faculty. The purpose of this study was to examine predictors of turnover intention in nurse faculty working in departments and schools of nursing in Carnegie Doctoral/Research Universities-Extensive, public and private, not-for-profit institutions. The multidimensional model of organizational commitment was used to frame this study. The predictor variables explored were organizational climate, organizational commitment, work role balance, role ambiguity, and role conflict. The work roles examined were research, teaching, and service. Logistical regression was performed to examine the predictors of turnover intention. Organizational climate intimacy and disengagement, affective and continuance organizational commitment, and role ambiguity were shown to predict turnover intention in nurse faculty. Copyright 2011, SLACK Incorporated.

  1. Chronic Teacher Turnover in Urban Elementary Schools

    Directory of Open Access Journals (Sweden)

    Kacey Guin

    2004-08-01

    Full Text Available This study examines the characteristics of elementary schools that experience chronic teacher turnover and the impacts of turnover on a school’s working climate and ability to effectively function. Based on evidence from staff climate surveys and case studies, it is clear that high turnover schools face significant organizational challenges. Schools with high teacher turnover rates have difficulty planning and implementing a coherent curriculum and sustaining positive working relationships among teachers. The reality of these organizational challenges is particularly alarming, given that high turnover schools are more likely to serve low-income and minority students. The negative relationship between teacher turnover and school functioning, and the fact that turbulent schools are disproportionately likely to serve lowincome and minority students have important implications for both district and school-level policies. Specifically: Teacher turnover rates are one indicator of school health, which school districts should consider when focusing on school improvements. Districts need to begin by developing the means to identify individual schools that experience high levels of teacher turnover. Current district policies in implementing professional development for teachers in low-performing schools are inefficient when teachers do not remain in the schools in which they are trained. In order for low-performing schools to improve, districts need to consider providing incentive programs so that high quality teachers apply for, and remain in, these schools. Future research is needed to address the causal link between turnover, organizational functioning and student outcomes. Additionally, there is a need for research examining district policies that may facilitate teacher turnover within a district, including how districts place and transfer teachers, as well as how teachers’ salaries are budgeted.

  2. Predicting voluntary turnover in employees using demographic characteristics: A South African case study

    Directory of Open Access Journals (Sweden)

    Anton F. Schlechter

    2016-03-01

    Full Text Available Purpose: Employee turnover presents arguably the biggest threat to business sustainability and is a dynamic challenge faced by businesses globally. In South Africa, organisations compete to attract and retain skilled employees in an environment characterised by a burgeoning skills deficit. Turnover risk management is becoming an important strategy to ensure organisational stability and promote the effective retention of employees. The purpose of this research was to contribute to the practice of turnover risk management by proposing an approach and constructing a model to predict employee turnover based on demographic characteristics readily available in a human resource information system.Design: An exploratory research design was employed. Secondary quantitative data were extracted from an existing human resources database and analysed. Data obtained for 2592 employees in a general insurance company based in South Africa and Namibia formed the basis for the analysis. Logistic regression analysis was employed to predict employee turnover using various demographic characteristics available within the database. A likelihood ratio test was used to build a predictive model and the Akaike information criterion and Schwarz criterion were used to test how much value each variable added to the model and if its inclusion was warranted. The model was tested by conducting statistical tests of the significance of the coefficients. Deviance and Pearson goodness-of-fit statistics as well as the R-square test of significance were used. The overall goodness-of-fit of the model was also tested using the Hosmer and Lemeshow goodness-of-fit test.Findings: The current findings provide partial support for a predictive model explaining employee turnover. The model tested 14 demographic variables and the following five variables were found to have statistically significant predictive value: age, years of service, cost centre, performance score and the interaction

  3. Empirical Prediction of Turnovers in NFL Football

    Directory of Open Access Journals (Sweden)

    Joel R. Bock

    2016-12-01

    Full Text Available Turnovers in the National Football League (NFL occur whenever a team loses possession of the ball due to a fumble, or an interception. Turnovers disrupt momentum of the offensive team, and represent lost opportunities to advance downfield and score. Teams with a positive differential turnover margin in a given game win 70 % of the time. Turnovers are statistically rare events, occurring apparently randomly. These characteristics make them difficult to predict. This investigation advances the hypothesis that turnovers are predictable in NFL football. Machine learning models are developed to learn the concept: At any point within a football game, what is the likelihood that a turnover will be observed on the next play from scrimmage? NFL play-by-play data for 32 teams spanning seven full seasons were used to train the models. Results presented suggest evidence to support the working hypothesis. Under certain conditions, both fumbles and interceptions can be anticipated at low false discovery rates (less than 15 % . When a turnover is predicted on the impending play from scrimmage, a high degree of confidence is associated with that prediction. The ability to anticipate catastrophic in-game events may lead to their management and control, ultimately improving the performance of individual athletes and their teams. This investigation contributes to the sports science literature by demonstrating the predictability of in-game events often considered to be essentially random in their occurrence. To the author’s knowledge, direct prediction of turnovers has not previously appeared in the literature, which has focused on retrospective statistical analyses of turnover margin in football games.

  4. Nursing home spending, staffing, and turnover.

    Science.gov (United States)

    Kash, Bita A; Castle, Nicholas G; Phillips, Charles D

    2007-01-01

    Recent work on nursing home staffing and turnover has stressed the importance of ownership and resources. However, few studies have examined spending behaviors, which might also influence staffing levels and staff turnover rates. This study investigates whether spending behaviors measured by financial ratios are associated with staffing levels and staff turnover in nursing homes. We analyzed cross-sectional data from 1,014 Texas homes. Data were from the 2002 Texas Nursing Facility Medicaid Cost Report and the 2003 Area Resource File. First, we examined differences in financial ratios by ownership type. Next, the effect of 10 financial ratios on staffing levels and turnover rates for registered nurses, licensed vocational nurses, and certified nursing assistants was examined using robust regression models. Descriptive data indicated that expense ratios related to resident care activities and staff development were significantly higher among not-for-profit than for-profit homes. Higher profits were associated with lower staffing levels, but not higher turnover rates. Administrative expenses (a measure of management capacity) had a negative impact both on staffing levels and staff turnover for licensed vocational nurses and certified nursing assistants, but they did not affect registered nurse staffing. Employee benefit expenses exhibited a positive impact on registered nurse and licensed vocational nurse staffing levels. The addition of information on financial ratios to models predicting staffing indicators reduced the effect of ownership on these indicators. Solutions to the staffing and turnover problem should focus on more effective management practices. Certain levels of administrative and staff benefit expenses may be necessary to improve professional staff recruitment and reduce both staffing and turnover costs. Differences in these financial ratios may partially explain the role played by ownership in determining staffing levels and turnover.

  5. AN ECONOMETRIC APPROACH ABOUT VOLUNTARY TURNOVER

    Directory of Open Access Journals (Sweden)

    ADALET EREN

    2013-06-01

    Full Text Available This study analyzes individual and organizational variables that affect voluntary turnover are determined in the special defence and security companies. A binomial logistic regression model is used to estimate voluntary turnover.  Binomial Logistic regression, reliability test (scale alfa, variance (ANOVA, Post-hoc/Tukey, correlation (Pearson and other basic statistical techniques  with SPSS 13 statistical packet program was used in the analyzes ofresearch data. The study finds that; situation of suppose working, number of child, number of death child, number of home’s moving, support of rent, total monthly income of household, last work’s region, number of prizes, affect voluntary turnover are determined.

  6. Improvements to Kramers Turnover Theory

    CERN Document Server

    Pollak, Eli

    2013-01-01

    The Kramers turnover problem, that is obtaining a uniform expression for the rate of escape of a particle over a barrier for any value of the external friction was solved in the eighties. Two formulations were given, one by Melnikov and Meshkov (MM) (J. Chem. Phys. 85, 1018 (1986)), which was based on a perturbation expansion for the motion of the particle in the presence of friction. The other, by Pollak, Grabert and Haenggi (PGH) (J. Chem. Phys. 91, 4073 (1989)), valid also for memory friction, was based on a perturbation expansion for the motion along the collective unstable normal mode of the particle. Both theories did not take into account the temperature dependence of the average energy loss to the bath. Increasing the bath temperature will reduce the average energy loss. In this paper, we analyse this effect, using a novel perturbation theory. We find that within the MM approach, the thermal energy gained from the bath diverges, the average energy gain becomes infinite, implying an essential failure o...

  7. Creating a more quit-friendly national workforce? Individual layoff history and voluntary turnover.

    Science.gov (United States)

    Davis, Paul R; Trevor, Charlie O; Feng, Jie

    2015-09-01

    Although Bureau of Labor Statistics data reveal that U.S. employers laid off over 30 million employees since 1994, virtually no research has addressed the behavior of layoff victims upon reemployment. In a first step, we investigate how layoffs shape voluntary turnover behavior in subsequent jobs. Utilizing a recently developed fixed effects specification of survival analysis, we find that a layoff history is positively associated with quit behavior. This effect is partially mediated by underemployment and job satisfaction in the postlayoff job. The remaining direct effect is consistent with the notion that layoffs produce a psychological spillover to postlayoff employment, which then manifests in quit behavior. We also find that layoff effects on turnover attenuate as an individual's layoffs accumulate and vary in magnitude according to the turnover "path" followed by the leaver.

  8. Estimating soil turnover rate from tree uprooting during hurricanes in Puerto Rico

    Science.gov (United States)

    Melanie T. Lenart; D.A. Falk; F.N. Scatena; W.R. Osterkamp

    2010-01-01

    Soil turnover by tree uprooting in primary and secondary forests on the island of Puerto Rico was measured in 42 study plots in the months immediately after the passage of a Category 3 hurricane. Trunk basal area explained 61% of the variability of mound volume and 53% of the variability of mound area. The proportion of uprooted trees, the number of uprooted trees, or...

  9. The longitudinal study of turnover and the cost of turnover in EMS

    Science.gov (United States)

    Patterson, P. Daniel; Jones, Cheryl B.; Hubble, Michael W.; Carr, Matthew; Weaver, Matthew D.; Engberg, John; Castle, Nicholas

    2010-01-01

    Purpose Few studies have examined employee turnover and associated costs in emergency medical services (EMS). The purpose of this study was to quantify the mean annual rate of turnover, total median cost of turnover, and median cost per termination in a diverse sample of EMS agencies. Methods A convenience sample of 40 EMS agencies was followed over a 6 month period. Internet, telephone, and on-site data collection methods were used to document terminations, new hires, open positions, and costs associated with turnover. The cost associated with turnover was calculated based on a modified version of the Nursing Turnover Cost Calculation Methodology (NTCCM). The NTCCM identified direct and indirect costs through a series of questions that agency administrators answered monthly during the study period. A previously tested measure of turnover to calculate the mean annual rate of turnover was used. All calculations were weighted by the size of the EMS agency roster. The mean annual rate of turnover, total median cost of turnover, and median cost per termination were determined for 3 categories of agency staff mix: all paid staff, mix of paid and volunteer (mixed), and all-volunteer. Results The overall weighted mean annual rate of turnover was 10.7%. This rate varied slightly across agency staffing mix: (all-paid=10.2%, mixed=12.3%, all-volunteer=12.4%). Among agencies that experienced turnover (n=25), the weighted median cost of turnover was $71,613.75, which varied across agency staffing mix: (all-paid=$86,452.05, mixed=$9,766.65, and all-volunteer=$0). The weighted median cost per termination was $6,871.51 and varied across agency staffing mix: (all-paid=$7,161.38, mixed=$1,409.64, and all-volunteer=$0). Conclusions Annual rates of turnover and costs associated with turnover vary widely across types of EMS agencies. The study’s mean annual rate of turnover was lower than expected based on information appearing in the news media and EMS trade magazines. Findings

  10. The longitudinal study of turnover and the cost of turnover in emergency medical services.

    Science.gov (United States)

    Patterson, P Daniel; Jones, Cheryl B; Hubble, Michael W; Carr, Matthew; Weaver, Matthew D; Engberg, John; Castle, Nicholas

    2010-01-01

    Few studies have examined employee turnover and associated costs in emergency medical services (EMS). To quantify the mean annual rate of turnover, total median cost of turnover, and median cost per termination in a diverse sample of EMS agencies. A convenience sample of 40 EMS agencies was followed over a six-month period. Internet, telephone, and on-site data-collection methods were used to document terminations, new hires, open positions, and costs associated with turnover. The cost associated with turnover was calculated based on a modified version of the Nursing Turnover Cost Calculation Methodology (NTCCM). The NTCCM identified direct and indirect costs through a series of questions that agency administrators answered monthly during the study period. A previously tested measure of turnover to calculate the mean annual rate of turnover was used. All calculations were weighted by the size of the EMS agency roster. The mean annual rate of turnover, total median cost of turnover, and median cost per termination were determined for three categories of agency staff mix: all-paid staff, mix of paid and volunteer (mixed) staff, and all-volunteer staff. The overall weighted mean annual rate of turnover was 10.7%. This rate varied slightly across agency staffing mix (all-paid = 10.2%, mixed = 12.3%, all-volunteer = 12.4%). Among agencies that experienced turnover (n = 25), the weighted median cost of turnover was $71,613.75, which varied across agency staffing mix (all-paid = $86,452.05, mixed = $9,766.65, and all-volunteer = $0). The weighted median cost per termination was $6,871.51 and varied across agency staffing mix (all-paid = $7,161.38, mixed = $1,409.64, and all-volunteer = $0). Annual rates of turnover and costs associated with turnover vary widely across types of EMS agencies. The study's mean annual rate of turnover was lower than expected based on information appearing in the news media and EMS trade magazines. Findings provide estimates of two key

  11. Quantification of cardiopulmonary blood volume turnover using dynamic PET

    DEFF Research Database (Denmark)

    Harms, Hans; Tolbod, Lars Poulsen; Kero, Tanja;

    : MPTT progressively increased with disease severity during stress (mean MPTT±SD of 0.142±0.051 min, 0.176±0.042 min, 0.186±0.040 min and 0.248±0.077 min for groups 1 to 4, ANOVA p....237±0.059 min for groups 1 to 4, ANOVA pANOVA pANOVA p

  12. Platelet turnover in stable coronary artery disease - influence of thrombopoietin and low-grade inflammation.

    Directory of Open Access Journals (Sweden)

    Sanne Bøjet Larsen

    Full Text Available BACKGROUND: Newly formed platelets are associated with increased aggregation and adverse outcomes in patients with coronary artery disease (CAD. The mechanisms involved in the regulation of platelet turnover in patients with CAD are largely unknown. AIM: To investigate associations between platelet turnover parameters, thrombopoietin and markers of low-grade inflammation in patients with stable CAD. Furthermore, to explore the relationship between platelet turnover parameters and type 2 diabetes, prior myocardial infarction, smoking, age, gender and renal insufficiency. METHODS: We studied 581 stable CAD patients. Platelet turnover parameters (immature platelet fraction, immature platelet count, mean platelet volume, platelet distribution width and platelet large cell-ratio were determined using automated flow cytometry (Sysmex XE-2100. Furthermore, we measured thrombopoietin and evaluated low-grade inflammation by measurement of high-sensitive CRP and interleukin-6. RESULTS: We found strong associations between the immature platelet fraction, immature platelet count, mean platelet volume, platelet distribution width and platelet large cell ratio (r = 0.61-0.99, p<0.0001. Thrombopoietin levels were inversely related to all of the platelet turnover parameters (r = -0.17--0.25, p<0.0001. Moreover, thrombopoietin levels were significantly increased in patients with diabetes (p = 0.03 and in smokers (p = 0.003. Low-grade inflammation evaluated by high-sensitive CRP correlated significantly, yet weakly, with immature platelet count (r = 0.10, p = 0.03 and thrombopoietin (r = 0.16, p<0.001. Also interleukin-6 correlated with thrombopoietin (r = 0.10, p = 0.02. CONCLUSION: In stable CAD patients, thrombopoietin was inversely associated with platelet turnover parameters. Furthermore, thrombopoietin levels were increased in patients with diabetes and in smokers. However, low-grade inflammation did not seem to have a

  13. Engaging Employers?

    Science.gov (United States)

    Hillier, Yvonne

    2008-01-01

    A key factor in the successful development of workplace learning is employer engagement (Leitch, 2006; DfES, 2007). However, despite numerous approaches by government in the United Kingdom to bring together employers, providers and learners so that economic success is generated by a skilled and flexible workforce, there continue to be challenges…

  14. Industry Employment

    Science.gov (United States)

    Occupational Outlook Quarterly, 2012

    2012-01-01

    This article illustrates projected employment change by industry and industry sector over 2010-20 decade. Workers are grouped into an industry according to the type of good produced or service provided by the establishment for which they work. Industry employment projections are shown in terms of numeric change (growth or decline in the total…

  15. Empirical Prediction of Turnovers in NFL Football

    National Research Council Canada - National Science Library

    Bock, Joel

    ... are predictable in NFL football. Machine learning models are developed to learn the concept: At any point within a football game, what is the likelihood that a turnover will be observed on the next p...

  16. How Does Supervisor Support Influence Turnover Intent Among Frontline Hospital Workers? The Mediating Role of Affective Commitment.

    Science.gov (United States)

    Nichols, Helen M; Swanberg, Jennifer E; Bright, Charlotte Lyn

    2016-01-01

    Turnover among frontline hospital service workers can disrupt organizational effectiveness, reduce profitability, and limit the ability to provide high-quality, patient-centered care. This concern is compounded by the increasing reliance on frontline supervisors to manage this workforce, often without necessary training and support. However, research addressing the relationship between frontline supervisor support and intent to turnover among service workers and the process by which these variables are related is limited. By surveying 270 housekeeping and dietary service workers employed at 2 US hospitals, this study examined the relationship between supervisor support and turnover intent and assessed the mediating role of affective commitment between supervisor support and intent to turnover. Turnover intentions were lower for workers who reported greater levels of supervisor support and affective commitment; both supervisor support and affective commitment were significant predictors of turnover intent when tested individually. However, when controlling for affective commitment, supervisor support no longer predicted turnover intent, indicating that affective commitment fully mediated the relationship between supervisor support and intent to turnover. Implications for further research and organizational practice are discussed.

  17. Rest break organization in geriatric care and turnover: a multimethod cross-sectional study.

    Science.gov (United States)

    Wendsche, Johannes; Hacker, Winfried; Wegge, Jürgen; Schrod, Nadine; Roitzsch, Katharina; Tomaschek, Anne; Kliegel, Matthias

    2014-09-01

    Various determinants of nurses' work motivation and turnover behavior have been examined in previous studies. In this research, we extend this work by investigating the impact of care setting (nursing homes vs. home care services) and the important role of rest break organization. We aimed to identify direct and indirect linkages between geriatric care setting, rest break organization, and registered nurses' turnover assessed over a period of one year. We designed a multimethod cross-sectional study. 80 nursing units (n=45 nursing homes, n=35 home care) in 51 German geriatric care services employing 597 registered nurses. We gathered documentary, interview, and observational data about the organization of rest breaks, registered nurses' turnover, and additional organizational characteristics (type of ownership, location, nursing staff, clients, and client-to-staff-ratio). The findings show that the rest break system in geriatric nursing home units is more regularly as well as collectively organized and causes less unauthorized rest breaks than in home care units. Moreover, the feasibility of collective rest breaks was, as predicted, negatively associated with registered nurses' turnover and affected indirectly the relation between care setting and registered nurses' turnover. Care setting, however, had no direct impact on turnover. Furthermore, registered nurses' turnover was higher in for-profit care units than in public or non-profit units. This study reveals significant differences in rest break organization as a function of geriatric care setting and highlights the role of collective rest breaks for nursing staff retention. Our study underlines the integration of organizational context variables and features of rest break organization for the analysis of nursing turnover. Copyright © 2014 Elsevier Ltd. All rights reserved.

  18. The costs of nurse turnover, part 2: application of the Nursing Turnover Cost Calculation Methodology.

    Science.gov (United States)

    Jones, Cheryl Bland

    2005-01-01

    This is the second article in a 2-part series focusing on nurse turnover and its costs. Part 1 (December 2004) described nurse turnover costs within the context of human capital theory, and using human resource accounting methods, presented the updated Nursing Turnover Cost Calculation Methodology. Part 2 presents an application of this method in an acute care setting and the estimated costs of nurse turnover that were derived. Administrators and researchers can use these methods and cost information to build a business case for nurse retention.

  19. Predictors of turnover intentions of highly educated employees in the hospitality industry

    NARCIS (Netherlands)

    Blomme, R.J.; Tromp, D.M.; Rheede, van A.

    2008-01-01

    As management-level turnover is increasing rapidly, one of the major challenges for the hospitality industry is to retain highly educated and highly skilled employees. As the psychological contract approach to the employment relationship had not been investigated with regard to the hospitality indus

  20. Predictors of turnover intentions of highly educated employees in the hospitality industry

    NARCIS (Netherlands)

    Blomme, R.J.; Tromp, D.M.; Rheede, van A.

    2008-01-01

    As management-level turnover is increasing rapidly, one of the major challenges for the hospitality industry is to retain highly educated and highly skilled employees. As the psychological contract approach to the employment relationship had not been investigated with regard to the hospitality indus

  1. Turnover and vacancy rates for registered nurses: do local labor market factors matter?

    Science.gov (United States)

    Rondeau, Kent V; Williams, Eric S; Wagar, Terry H

    2008-01-01

    Turnover of nursing staff is a significant issue affecting health care cost, quality, and access. In recent years, a worldwide shortage of skilled nurses has resulted in sharply higher vacancy rates for registered nurses in many health care organizations. Much research has focused on the individual, group, and organizational determinants of turnover. Labor market factors have also been suggested as important contributors to turnover and vacancy rates but have received limited attention by scholars. This study proposes and tests a conceptual model showing the relationships of organization-market fit and three local labor market factors with organizational turnover and vacancy rates. The model is tested using ordinary least squares regression with data collected from 713 Canadian hospitals and nursing homes. Results suggest that, although modest in their impact, labor market and the organization-market fit factors do make significant yet differential contributions to turnover and vacancy rates for registered nurses. Knowledge of labor market factors can substantially shape an effective campaign to recruit and retain nurses. This is particularly true for employers who are perceived to be "employers-of-choice."

  2. Agency employment

    OpenAIRE

    Tomčíková, Ilona

    2012-01-01

    - Agency Employment For my thesis topic, I have chosen "Agency Employment". It's a relatively young institute, which was incorporated into our legal system only on October 1st, 2004. I believe that Agency Employment topic can be always considered current and positive, because it allows us to flexibly react to the needs of the job market. Since the topic is very broad, the goal of this paper is not a detailed analysis of all aspects of this institute, but only a few of them that I consider to ...

  3. SEEMP: A Networked Marketplace for Employment Services

    Science.gov (United States)

    Celino, Irene; Cerizza, Dario; Cesarini, Mirko; Valle, Emanuele Della; de Paoli, Flavio; Estublier, Jacky; Fugini, Mariagrazia; Pérez, Asuncion Gómez; Kerrigan, Mick; Guarrera, Pascal; Mezzanzanica, Mario; Ramìrez, Jaime; Villazon, Boris; Zhao, Gang

    Human capital is more and more the key factor of economic growth and competitiveness in the information age and knowledge economy. But due to a still fragmented employment market compounded by the enlargement of the EU, the human resources are not effectively exchanged and deployed. The business innovation of SEEMP1 develops a vision of an Employment Mediation Marketplace (EMM) for market transparency and effic ient mediation. Its technological innovation provides a federated marketplace of employment agencies through a peer-to-peer network of employment data and mediation services. In other words, the solution under development is a de-fragmentation of the employment market by a web-based collaborative network. The SEEMP-enabled employment marketplace will strengthen the social organization of public employment administration, maximize the business turnover of private employment agencies, improve citizens' productivity and welfare, and increase the competitiveness and performance of business.

  4. Addressing employee turnover and retention: keeping your valued performers.

    Science.gov (United States)

    McConnell, Charles R

    2011-01-01

    Employee turnover and employee retention are inextricably linked; to control turnover is to enhance retention. Turnover is a relatively simple concept; however, considerable confusion often results when addressing turnover because of differences in how it is defined; that is, what is counted, how it is counted, and how the turnover rates are expressed. Turnover is also costly, although not enough attention is paid to its cost because so much of it is indirect and thus not readily visible. There are a variety of causes of turnover, some that can be corrected and some that cannot be avoided. Reducing or otherwise controlling turnover requires continuing management attention to its causes and constant recognition of what can and should be controlled and what cannot be controlled. Ongoing attention to turnover is an essential part of the department manager's role; every improvement in turnover is a direct improvement in retention, with eventual positive effects on the bottom line.

  5. A Study On Employee Turnover At Prime Star Fashions, Tirupur

    OpenAIRE

    SHEELAVATHY, R.; HEMALATHA, Mrs.

    2015-01-01

    Employee turnover means number of incoming and outgoing worker from an organization or company. In other words we can say when a new employee takes place of old employee it is called employee turnover in a period of time. The main objective of perusing the study is to assess the main reasons for employee turnover, to know the retention techniques to avoid the employee turnover, to know about the effectiveness of supervising at Prime Star Fashions, Tirupur. The reason for the employee turnover...

  6. A Study On Employee Turnover At Prime Star Fashions, Tirupur

    OpenAIRE

    2015-01-01

    Employee turnover means number of incoming and outgoing worker from an organization or company. In other words we can say when a new employee takes place of old employee it is called employee turnover in a period of time. The main objective of perusing the study is to assess the main reasons for employee turnover, to know the retention techniques to avoid the employee turnover, to know about the effectiveness of supervising at Prime Star Fashions, Tirupur. The reason for the employee turnover...

  7. Predictors of Staff Turnover and Turnover Intentions within Addiction Treatment Settings: Change Over Time Matters

    Science.gov (United States)

    Garner, Bryan R; Hunter, Brooke D

    2014-01-01

    This study examined the extent to which changes over time in clinicians’ responses to measures of work attitude (eg, job satisfaction) and psychological climate (eg, supervisor support) could predict actual turnover and turnover intentions above and beyond absolute levels of these respective measures. Longitudinal data for this study were collected from a sample of clinicians (N = 96) being trained to implement an evidence-based treatment for adolescent substance use disorders. Supporting findings from a recent staff turnover study, we found job satisfaction change was able to predict actual turnover above and beyond average levels of job satisfaction. Representing new contributions to the staff turnover literature, we also found that change over time in several other key measures (eg, job satisfaction, role manageability, role clarity) explained a significant amount of variance in turnover intentions above and beyond the absolute level of each respective measure. A key implication of the current study is that organizations seeking to improve their ability to assess risk for staff turnover may want to consider assessing staff at multiple points in time in order to identify systematic changes in key employee attitudes like turnover intentions and job satisfaction. PMID:25336960

  8. Employer Branding

    DEFF Research Database (Denmark)

    Frimann, Søren; Mønsted, Bolette Rye

    2012-01-01

    Employer branding er både for den private og den offentlige sektor blevet en måde, de kan imødekomme ændrede arbejdsmarkedsvilkår og organisatoriske udfordringer i en postmoderne og globaliseret verden. Den aktuelle finanskrise har skabt nye udfordringer for organisationer i deres bestræbelser på...... at tiltrække- og fastholde attraktive medarbejdere. Men hvilken betydning har det, når Grundfos siger ”Mennesket er i fokus”, og hvad siger ”mangfoldighed” om Københavns Kommune som arbejdsplads i relation til employer branding? Er der egentlig sammenhæng mellem tankerne bag employer branding og de eksternt...... kommunikerede employer brandprodukter. Eller bliver det unikke ved arbejdspladserne ersattet af buzzwords uden substans og inddragelse af ansatte og interessenter? Artiklen har til formål at vurdere disse spørgsmål på baggrund af analyser af to cases med employer branding....

  9. Employer Branding

    DEFF Research Database (Denmark)

    Frimann, Søren; Mønsted, Bolette Rye

    2012-01-01

    Employer branding er både for den private og den offentlige sektor blevet en måde, de kan imødekomme ændrede arbejdsmarkedsvilkår og organisatoriske udfordringer i en postmoderne og globaliseret verden. Den aktuelle finanskrise har skabt nye udfordringer for organisationer i deres bestræbelser på...... at tiltrække- og fastholde attraktive medarbejdere. Men hvilken betydning har det, når Grundfos siger ”Mennesket er i fokus”, og hvad siger ”mangfoldighed” om Københavns Kommune som arbejdsplads i relation til employer branding? Er der egentlig sammenhæng mellem tankerne bag employer branding og de eksternt...... kommunikerede employer brandprodukter. Eller bliver det unikke ved arbejdspladserne ersattet af buzzwords uden substans og inddragelse af ansatte og interessenter? Artiklen har til formål at vurdere disse spørgsmål på baggrund af analyser af to cases med employer branding....

  10. Increased turnover of dopamine in caudate nucleus of detoxified alcoholic patients

    DEFF Research Database (Denmark)

    Kumakura, Yoshitaka; Gjedde, Albert; Caprioli, Daniele

    2013-01-01

    (k(loss)), and we also calculated the total distribution volume of decarboxylated metabolites and unmetabolized FDOPA as a steady-state index of the dopamine storage capacity (V(d)) in brain. The craving scores in the 12 alcoholics correlated positively with the rate of loss (k(loss)) in the left...... ventral striatum. We conclude that craving is most pronounced in the individuals with relatively rapid dopamine turnover in the left ventral striatum. The blood-brain clearance rate (K), corrected for subsequent loss of radiolabeled molecules from brain, was completely normal throughout the brain...... for rapid dopamine turnover in the ventral striatum subserves craving and reward-dependence, leading to an acquired state of increased dopamine turnover in the dorsal striatum of detoxified alcoholic patients....

  11. On gigahertz spectral turnovers in pulsars

    CERN Document Server

    Rajwade, Kaustubh; Anderson, Loren D

    2015-01-01

    Pulsars are known to emit non-thermal radio emission that is generally a power-law function of frequency. In some cases, a turnover is seen at frequencies around 100~MHz. Kijak et al. have reported the presence of a new class of ''Gigahertz Peaked Spectrum'' (GPS) pulsars that show spectral turnovers at frequencies around 1 GHz. We apply a model based on free-free thermal absorption to explain these turnovers in terms of surrounding material such as the dense environments found in HII regions, Pulsar Wind Nebulae (PWNe), or in cold, partially ionized molecular clouds. We show that the turnover frequency depends on the electron temperature of the environment close to the pulsar, as well as the emission measure along the line of sight. We fitted this model to the radio fluxes of known GPS pulsars and show that it can replicate the GHz turnover. From the thermal absorption model, we demonstrate that normal pulsars would exhibit a GPS-like behaviour if they were in a dense environment. We discuss the application ...

  12. Investigating the turnover of middle and senior managers in the pharmaceutical industry in South Africa

    Directory of Open Access Journals (Sweden)

    Abofele Khoele

    2014-02-01

    Full Text Available Orientation: Today, knowledge is a commodity and thus skilled knowledge workers, particularly in management positions, are vital for organisations’ success; their increased turnover has an adverse effect on productivity and profitability. High staff turnover is a cause for alarm, not only because of the costs associated with recruitment, selection and training, but also due to the increasing scarcity of experienced talent.Research purpose: This research investigates the reasons for the turnover of middle and senior managers in the pharmaceutical industry in South Africa in order to identify the possible reasons and formulate solutions to address the issue.Motivation for the study: In South Africa, employment, retention and turnover occur against the backdrop of a history of discrimination and inequality and attempts by government and organisations at redress. The significance of this background cannot be underestimated.Research approach, design and method: This study was qualitative and inductive to allow dominant themes to emerge from the raw data. Data was collected through in-depth, semi-structured one-on-one interviews as well as a review of company turnover reports and employment equity reports.Main findings: The study found that in the sampled organisations, employee turnover averaged almost 22% per annum between 2007 and 2010. Reasons for the turnover include a range of industry, company and personal factors.Practical/managerial implications: The overall turnover rate remains high, particularly amongst black knowledge workers, the attraction, recruitment and retention of whom is as important for addressing historical inequities in the local industry as it is for ensuring the diversity that companies need to reach a bigger market and gain a competitive edge. Further, as government is a significant purchaser of pharmaceutical goods and services, companies must ensure that the required Black Economic Empowerment (BEE rating level is

  13. Development of hydraulic properties and nitrate turnover processes in minerotrophic fen soil on differnet scales

    Science.gov (United States)

    Kleimeier, Christian; Lennartz, Bernd

    2014-05-01

    Generally, it is recommended to remove the uppermost highly degraded peat layer from fens prior to rewetting to eliminate a potential source of organic pollutants for downstream water bodies. We investigated this material as a potential medium for denitrifying filters to further use the organic material. We are aiming to remove nitrate from tile drainage runoff at the outlet drainage dominated catchments to fullfill the requirements of the European Water Framework Directive. In a lysimeter scale long term mesocosm experiments we were aiming to reveal the peats behavior after disturbing and rewetting under constant flow conditions. Tracer experiments revealed a restructuring of the peat ending up at 20/80 percentage of mobile immobile pore volume. Additionally we observed the nitrate turnover. The turnover rate was determined by the hydraulic load. Absolute turnover rates were equal at lower and higher concentrations as well as flow rates, whereas the turnover reached higher percentages at lower concentrations. To further reveal the nitrate turnover processes flow through rector experiments were conducted in an anaerobic environment. We found that strongly reducing conditions can be created in peat even at the presence of nitrate. Thus we can conclude that the minerotrophic peat with its high iron and sulfur concentrations also enables autotrophic denitrification oxidizing iron and sulfur. While the conditions are favorable to re-reduce iron and sulfur,thus an electron shuttling system developed transporting electrons from the organic material as initial e- donor to nitrate as terminal e- acceptor.

  14. Workplace violence and its effect on burnout and turnover attempt among Chinese medical staff.

    Science.gov (United States)

    Chen, Shiying; Lin, Shaowei; Ruan, Qishuang; Li, Huangyuan; Wu, Siying

    2016-11-01

    The present study was to evaluate workplace violence and examine its effect on job burnout and turnover attempt among medical staff in China. A total of 2,020 medical employees were selected from Fujian province by using stratified cluster sampling method. The Chinese version of the Workplace Violence Scale and the Maslach Burnout Inventory-General Survey were used to measure the workplace violence and job burnout, respectively. Other potential influencing factors for job burnout and turnover attempt were collected using a structured questionnaire. The incidence of workplace violence among medical staff was 48.0%. Workplace violence had a positive correlation with emotional exhaustion and cynicism and a negative correlation with professional efficacy. Workplace violence, marital status, employment type, working time (≥ 10 h/day), performance recognition, and life satisfaction were significant predictors for turnover attempt among Chinese medical staff.

  15. Does Judge Turnover Affect Judicial Performance?

    DEFF Research Database (Denmark)

    Guerra, Alice; Tagliapietra, Claudio

    2017-01-01

    Italy is among the countries with the highest litigation rate and those with the highest duration of trials. This article shows that judge turnover contributes negatively to delays in Italian courts and outlines possible policies for improvement. In Italy, judges can voluntarily move from one...... office to another after three years of mandate, and the law prescribes their transfer after ten years to guarantee their independence. Flaws in the process managing the backlog of outbound judges and the existence of asynchrony between outbound and inbound transfers produce a chain of delays...... to the disposition of court cases. Using a novel dataset on Court of Appeal Districts in Italy (2008–2012), we provide evidence of a strong negative relation between high turnover rates and judicial performance. We find that marginal increases in judge turnover rates lead to a statistically significant decrease...

  16. Nursing home staffing, turnover, and case mix.

    Science.gov (United States)

    Harrington, Charlene; Swan, James H

    2003-09-01

    This study examined the predictors of total nurse and registered nurse (RN) staffing hours per resident day separately in all free-standing California nursing homes (1,555), using staffing data from state cost reports in 1999. This study used a two-stage least squares model, taking into account nursing turnover rates, resident case mix levels, and other factors. As expected, total nurse and RN staffing hours were negatively associated with nurse staff turnover rates and positively associated with resident case mix. Facilities were resource dependent in that a high proportion of Medicare residents predicted higher staffing hours, and a higher proportion of Medicaid residents predicted lower staffing hours and higher turnover rates. Nursing assistant wages were positively associated with total nurse staffing hours. For-profit facilities and high-occupancy rate facilities had lower total nurse and RN staffing hours. Medicaid reimbursement rates and multifacility organizations were positively associated with RN staffing hours.

  17. The relationship between human resource development factors, career growth and turnover intention: The mediating role of organizational commitment

    Directory of Open Access Journals (Sweden)

    Muhammad Shahid Nawaz

    2016-02-01

    Full Text Available Retaining the best employees is of high concern for most organizations and this issue has become a significant focus of attention for many researchers. For this reason, this paper discusses different factors which influence the employee turnover intention-behavior in the organization, specifically to examine the effect of salary, performance appraisal, training & development and career growth on turnover intention. In addition, based on the social exchange theory this paper explains the mediating role of organizational commitment in the relationship between human resource development factors, career growth and turnover intention. A cross sectional, survey data study is undertaken to investigate the relationships in a sample of 270 full time faculty members employed in different private universities of Pakistan. Partial Least Square two step path modeling is used to test the direct and the indirect hypothesis of the study. The results of PLS (SEM path modeling reveal that human resource development factors specially salary and performance appraisal were negatively associated with turnover intention. In addition, the results also indicate that career growth had significant relationships with turnover intention. Moreover, out of four dimensions of career growth, only two dimensions, namely promotion speed and remuneration growth, have strong influence on turnover intention. Finally, in terms of organizational commitment as mediating variable between the relationships of salary, performance appraisal, career growth and turnover intention, four out of six variables indicate partial mediation including career growth (career goal progress, career growth (promotion speed, career growth (remuneration growth and performance appraisal.

  18. Nursing churn and turnover in Australian hospitals: nurses perceptions and suggestions for supportive strategies.

    Science.gov (United States)

    Dawson, Angela J; Stasa, Helen; Roche, Michael A; Homer, Caroline S E; Duffield, Christine

    2014-04-08

    This study aimed to reveal nurses' experiences and perceptions of turnover in Australian hospitals and identify strategies to improve retention, performance and job satisfaction. Nursing turnover is a serious issue that can compromise patient safety, increase health care costs and impact on staff morale. A qualitative design was used to analyze responses from 362 nurses collected from a national survey of nurses from medical and surgical nursing units across 3 Australian States/Territories. A qualitative design was used to analyze responses from 362 nurses collected from a national survey of nurses from medical and surgical nursing units across 3 Australian States/Territories. Key factors affecting nursing turnover were limited career opportunities; poor support; a lack of recognition; and negative staff attitudes. The nursing working environment is characterised by inappropriate skill-mix and inadequate patient-staff ratios; a lack of overseas qualified nurses with appropriate skills; low involvement in decision-making processes; and increased patient demands. These issues impacted upon heavy workloads and stress levels with nurses feeling undervalued and disempowered. Nurses described supportive strategies: improving performance appraisals, responsive preceptorship and flexible employment options. Nursing turnover is influenced by the experiences of nurses. Positive steps can be made towards improving workplace conditions and ensuring nurse retention. Improving performance management and work design are strategies that nurse managers could harness to reduce turnover.

  19. The mediating effect of knowledge sharing between organisational culture and turnover intentions of professional nurses

    Directory of Open Access Journals (Sweden)

    Everd J. Jacobs

    2011-03-01

    Full Text Available Professional nurses routinely use highly developed domain knowledge in combination with experiential knowledge to deliver quality care. However, this knowledge is often lost to employers as the migration of professional nurses from the developing countries to the developed world has become a global problem. The objective of this study therefore was to determine the relationships between organisational culture, knowledge sharing and turnover intentions and thereafter to propose knowledge sharing as a mediating variable in this relationship in order to suggest a retention strategy. A cross-sectional field survey design with questionnaires was used on a sample of professional nurses (N = 530 in private and provincial hospitals in South Africa. The tri-variate procedure of Baron and Kenny for mediation testing was adopted. The results indicated that a positive correlation exists between organisational culture and knowledge sharing, but a significant negative correlation between organisational culture and turnover intentions, as well as between knowledge sharing and turnover intentions. Finally, the results indicated that knowledge sharing mediates the relationship between organisational culture and turnover intentions, although with a small effect size.The findings suggest that turnover intentions of nurses can be actively managed through contextual variables such as organisational culture and opportunities for knowledge sharing.

  20. Illegal employment

    Directory of Open Access Journals (Sweden)

    Jana Mervartová

    2013-01-01

    Full Text Available Since 2007 Labour Code contains the definition of dependent work, which can be carried out only in labour-law relations. The Amendment to Labour Code from 2012 makes the definition more precise, when it stipulates essential elements of dependent work and designates the others as conditions, under which dependent work should be carried out. The Amendment to Employment Act changes the definition of illegal work. Illegal work is a performance of dependent work by natural person except for labour-law relation, or if natural person – foreigner carries out work in conflict with issued permission to employment or without this permission. Since 2012 sanctions for illegal work were increased. Labour inspection is entitled to impose sanctions, in case of foreigners it is Customs Office. For control purposes employer is obliged to have copies of documents at the workplace proving the existence of labour-law relation. Goal of controls and high fines is to limit illegal employment of citizens of Czech Republic and foreigners as well. Illegal work has unfavourable economic impact on state budget. It comes to extensive tax evasions and also to evasions within health insurance and social security. If a concluded commercial-law relation meets the attributes of dependent work, then it stands for a concealed legal relationship. Tax Office can subsequently assess an income tax to businessman. Labour-law relationship enjoys a higher legal protection than commercial-law relationship; nonetheless it is not suitable to limit liberty of contract in cases when it is not unambiguously a dependent activity.

  1. Quantification of isotopic turnover in agricultural systems

    Science.gov (United States)

    Braun, A.; Auerswald, K.; Schnyder, H.

    2012-04-01

    The isotopic turnover, which is a proxy for the metabolic rate, is gaining scientific importance. It is quantified for an increasing range of organisms, from microorganisms over plants to animals including agricultural livestock. Additionally, the isotopic turnover is analyzed on different scales, from organs to organisms to ecosystems and even to the biosphere. In particular, the quantification of the isotopic turnover of specific tissues within the same organism, e.g. organs like liver and muscle and products like milk and faeces, has brought new insights to improve understanding of nutrient cycles and fluxes, respectively. Thus, the knowledge of isotopic turnover is important in many areas, including physiology, e.g. milk synthesis, ecology, e.g. soil retention time of water, and medical science, e.g. cancer diagnosis. So far, the isotopic turnover is quantified by applying time, cost and expertise intensive tracer experiments. Usually, this comprises two isotopic equilibration periods. A first equilibration period with a constant isotopic input signal is followed by a second equilibration period with a distinct constant isotopic input signal. This yields a smooth signal change from the first to the second signal in the object under consideration. This approach reveals at least three major problems. (i) The input signals must be controlled isotopically, which is almost impossible in many realistic cases like free ranging animals. (ii) Both equilibration periods may be very long, especially when the turnover rate of the object under consideration is very slow, which aggravates the first problem. (iii) The detection of small or slow pools is improved by large isotopic signal changes, but large isotopic changes also involve a considerable change in the input material; e.g. animal studies are usually carried out as diet-switch experiments, where the diet is switched between C3 and C4 plants, since C3 and C4 plants differ strongly in their isotopic signal. The

  2. Occupational Stress and Turnover Intention: Implications for Nursing Management

    Directory of Open Access Journals (Sweden)

    Ali Mohammad Mosadeghrad

    2013-01-01

    Full Text Available BackgroundThe main purpose of this study was to explore the status of occupational stress among hospital nurses in Isfahan, Iran. It also aimed to examine the relationship between nurses’ occupational stress and their intention to leave the hospital. MethodsThe study employed a cross-sectional research design. A validated questionnaire was used to collect data from 296 nurses. Respondents were asked to rate the intensity of 30 common occupational stressors using a five-point scale. ResultsA third of hospital nurses rated their occupational stress high. The major sources of stress were inadequate pay, inequality at work, too much work, staff shortage, lack of promotion, job insecurity and lack of management support. More than 35% of nurses stated that they are considering leaving the hospital, if they could find another job opportunity. Occupational stress was positively associated with nurses’ turnover intentions. ConclusionHospital managers should develop and apply appropriate policies and strategies to reduce occupational stress and consequently nurses’ turnover intention.

  3. The relationship between job satisfaction, work stress, work-family conflict, and turnover intention among physicians in Guangdong, China: a cross-sectional study.

    Science.gov (United States)

    Lu, Yong; Hu, Xiao-Min; Huang, Xiao-Liang; Zhuang, Xiao-Dong; Guo, Pi; Feng, Li-Fen; Hu, Wei; Chen, Long; Zou, Huachun; Hao, Yuan-Tao

    2017-05-12

    To investigate the relationship between job satisfaction, work stress, work-family conflict and turnover intention, and explore factors associated with turnover intention, among physicians in Guangdong Province, China. From August to October 2013, physicians completed questionnaires and scales with regard to their job satisfaction, work stress, work-family conflict, and turnover intention. Binary logistic regression and structural equation modelling (SEM) were used in data analysis. A total of 3963 physicians were approached, with 3563 completing the questionnaire. The mean score of the overall perception of turnover intention of physicians who worked in Guangdong was 2.71 on a scale ranging from 1 to 6. Hours worked per week, working in an urban/rural area, type of institution, and age significantly impacted on turnover intention. Turnover intention was directly and negatively related to job satisfaction, and it was directly, indirectly and positively related to work stress and work-family conflict. Job satisfaction, work stress, work-family conflict, hours worked per week, working in an urban/rural area, types of institution and age are influencing factors of turnover intention. Reducing working hours, raising salary, providing more opportunities for career development and training, supporting and encouraging physicians by senior managers could potentially contribute to the reduction in turnover intention. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2017. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

  4. Employee Development and Turnover Intention: Theory Validation

    Science.gov (United States)

    Rahman, Wali; Nas, Zekeriya

    2013-01-01

    Purpose: This study aims to examine the pattern of behavior of turnover intentions in developing countries "vis-a-vis" the one in advanced countries through the empirical data from public universities in Khyber Pakhtunkhwa, Pakistan. The study provides empirical evidence from academia in Pakistan, thereby enriching the understanding of…

  5. A Turnover Model for the Mexican Maquiladoras.

    Science.gov (United States)

    Maertz, Carl P.; Stevens, Michael J.; Campion, Michael A.

    2003-01-01

    From interviews with 47 Mexican maquiladora workers, a model of voluntary turnover was created and compared with models from the United States, Canada, England, and Australia. Despite similarities, the cultural and economic environment affected the precise content of antecedents in the Mexican model. (Contains 63 references.) (SK)

  6. Costing Child Protective Services Staff Turnover.

    Science.gov (United States)

    Graef, Michelle I.; Hill, Erick L.

    2000-01-01

    Details process of determining a child welfare agency's actual dollar costs directly attributed to protective services staff turnover, using the agency's human resources database and interviews with administrative personnel. Provides formulas and process for calculating specific cost elements due to employee separation, replacement, and training.…

  7. Staff turnover: occasional friend, frequent foe, and continuing frustration.

    Science.gov (United States)

    McConnell, C R

    1999-09-01

    Turnover appears to be a relatively simple concept. However, considerable confusion results when discussing turnover because of differences in how it is defined--what is counted, how it is counted, and how the rate of turnover is expressed. Turnover is also costly, although not enough attention is paid to turnover's cost because so much of it is indirect and thus not readily visible. There are a variety of causes of turnover, some which can be corrected and some which cannot be avoided. Reducing or otherwise controlling turnover requires continuing management attention to its causes and constant recognition of what can and should be controlled and what cannot be controlled. Ongoing attention to turnover is an essential part of the department manager's role.

  8. Turnover of regulated nurses in long-term care facilities.

    Science.gov (United States)

    Chu, Charlene H; Wodchis, Walter P; McGilton, Katherine S

    2014-07-01

    To describe the relationship between nursing staff turnover in long-term care (LTC) homes and organisational factors consisting of leadership practices and behaviours, supervisory support, burnout, job satisfaction and work environment satisfaction. The turnover of regulated nursing staff [Registered Nurses (RNs) and Registered Practical Nurses (RPNs)] in LTC facilities is a pervasive problem, but there is a scarcity of research examining this issue in Canada. The study was conceptualized using a Stress Process model. Distinct surveys were distributed to administrators to measure organisational factors and to regulated nurses to measure personal and job-related sources of stress and workplace support. In total, 324 surveys were used in the linear regression analysis to examine factors associated with high turnover rates. Higher leadership practice scores were associated with lower nursing turnover; a one score increase in leadership correlated with a 49% decrease in nursing turnover. A significant inverse relationship between leadership turnover and nurse turnover was found: the higher the administrator turnover the lower the nurse turnover rate. Leadership practices and administrator turnover are significant in influencing regulated nurse turnover in LTC. Long-term care facilities may want to focus on building good leadership and communication as an upstream method to minimize nurse turnover. © 2013 John Wiley & Sons Ltd.

  9. 41 CFR 109-27.5002 - Stores inventory turnover ratio.

    Science.gov (United States)

    2010-07-01

    ....5002 Stores inventory turnover ratio. Comparison of investment in stores inventories to annual issues... inventory) or in the average number of month's supply on hand. Turnover or number of month's supply is calculated only on current-use inventory. Performance goals, i.e., a six months investment or a turnover...

  10. Superintendent Turnover in Kentucky. Issues & Answers. REL 2011-No. 113

    Science.gov (United States)

    Johnson, Jerry; Huffman, Tyler; Madden, Karen; Shope, Shane

    2011-01-01

    This study examines superintendent turnover in Kentucky public school districts for 1998/99-2007/08, looking at how turnover varies by rural status, Appalachian and non-Appalachian region, and 2007/08 school district characteristics. Key findings include: (1) Kentucky school districts averaged one superintendent turnover during 1998/99-2007/08;…

  11. Five feminist myths about women's employment.

    Science.gov (United States)

    Hakim, C

    1995-09-01

    Feminist sociology has contributed substantial revisions to theory, especially in the sociology of work and employment. But it is also creating new feminist myths to replace the old patriarchal myths about women's attitudes and behaviour. Five feminist myths about women's employment are discussed whose acceptance as fact is not damaged by being demonstrably untrue. Arguably the most pervasive is the myth of rising female employment. The myth that women's work commitment is the same as that of men is often adduced to resist labour market discrimination. The myth of childcare problems as the main barrier to women's employment is commonplace in advocacy research reports. The myth of poor quality part-time jobs is used to blame employers for the characteristic behaviour of part-time workers, including high labour turnover. The issue of the sex differential in labour turnover and employment stability illustrates clearly how feminist orthodoxy has replaced dispassionate sociological research in certain topics. The concluding section considers the implications of such feminist myths for an academic community that claims to be in the truth business and for theories on the sexual division of labour.

  12. The relationships between organisational citizenship behaviour, job satisfaction and turnover intention.

    Science.gov (United States)

    Tsai, Yafang; Wu, Shih-Wang

    2010-12-01

    This study aims to explore the relationships between organisational citizenship behaviour, job satisfaction and turnover intention. Because of the changing health policies landscape, Taiwan's hospital administrators are facing major cost reduction challenges. Specifically, the high turnover rate of nurses represents a hindrance and a human resource cost. This study focuses on ways of reducing the employee turnover rate through enhanced organisational citizenship behaviour and job satisfaction. A cross-sectional study. This study focuses on hospital nurses in Taiwan. Our research samples were obtained from one medical centre, three regional hospitals and seven district hospitals. Out of 300 questionnaires distributed among samples, 237 were completed and returned. Pearson's correlation was used to test for relationships among the main variables. One-way analysis of variance and Scheffé's post hoc analysis were employed to test the influence of demographic data on the main variables. The results reveal that the nurses' job satisfaction has a significantly positive correlation with organisational citizenship behaviour and a negative correlation with turnover intention. This study has proven that the turnover intention of clinical nurses is related to their organisational citizenship behaviour and job satisfaction. Hospital administrators can reduce the turnover intention by meeting nurses' needs and by promoting their organisational citizenship behaviour. Organisational citizenship behaviour involves behaviour that encourages staff to endeavour to voluntarily improve organisational performance without lobbying for compensation. Employees' job satisfaction includes satisfaction with the working environment or welfare programme in the context of human resource initiatives. Similarly, human resource protocols may serve as the starting point for promoting staff organisational citizenship behaviour. Administrators in clinical healthcare are encouraged to meet their

  13. Organizational-level study of the impact of past turnover on future turnover in the Sultanate of Oman

    Directory of Open Access Journals (Sweden)

    Ruqaiya Mohamed Al Balushi

    2013-10-01

    Full Text Available Turnover phenomena attracted researchers from all over the world for generations. Most of this research was directed towards turnover antecedents with a few scattered conceptual and empirical studies related to turnover consequences. The purpose of this study is to investigate the impact of past turnover on future turnover in public organizations, in addition to test the mediation role of organizational climate in this relationship. Public schools as separate identities were the best choice as the study sample. Data were collected through questionnaires from 142 public schools in all educational regions in Oman. Two-step structural equation modeling approach, and nested model comparison were used for data analysis. The results revealed that: (1 past turnover predicts future turnover, significantly; (2 organizational climate fails to mediate this relationship. The study added to the body of knowledge by confirming Staw’s hypothesis relating past turnover to future turnover in the Omani context. Human resource professionals and educational administration practitioners may play an important role in decreasing future turnover by tackling and decreasing past turnover, in addition to improving the relationship climate in schools. The study is limited to public schools in Oman and further studies about turnover consequences in the Arabic context are needed to affirm the results.

  14. Occupational turnover intentions among substance abuse counselors.

    Science.gov (United States)

    Rothrauff, Tanja C; Abraham, Amanda J; Bride, Brian E; Roman, Paul M

    2011-01-01

    This study examined predictor, moderator, and mediator variables of occupational turnover intention (OcTI) among substance abuse counselors. Data were obtained via questionnaires from 929 counselors working in 225 private substance abuse treatment (SAT) programs across the United States. Hierarchical multiple regression models were conducted to assess predictor, moderator, and mediator variables of OcTI. OcTI scores were relatively low on a 7-point scale, indicating that very few counselors definitely intended to leave the SAT field. Age, certification, positive perceptions of procedural and distributive justice, and hospital-based status negatively predicted OcTI. Counselors' substance use disorder-impacted history moderated the association between organizational commitment and OcTI. Organizational turnover intention partially mediated the link between organizational commitment and OcTI. Workforce stability might be achieved by promoting perceptions of advantages to working in a particular treatment program, having organizational commitment, showing appreciation for counselors' work, and valuing employees from diverse backgrounds.

  15. Review of nursing turnover research, 1977-1996.

    Science.gov (United States)

    Tai, T W; Bame, S I; Robinson, C D

    1998-12-01

    Turnover represents a major problem for health care services in terms of cost and quality of care given. As a result, turnover has been the subject of a large number of investigations. However, the variety of study populations, research methodologies, and inconsistent definitions and measurements of turnover lead to difficulties when attempting to compare studies. The purpose of this paper is to present: (1) a summary of turnover study methods and procedures, and (2) a summary of socio-demographic, organizational, and social support factors associated with turnover of nursing staff.

  16. Measuring temporal turnover in ecological communities

    OpenAIRE

    Shimadzu, Hideyasu; Dornelas, Maria; Magurran, Anne

    2015-01-01

    The authors acknowledge support from the European Research Council (project BioTIME 250189) and the Royal Society. MD acknowledges funding from the Marine Alliance for Science and Technology Scotland (MASTS). MASTS is funded by the Scottish Funding Council (grant reference HR09011) and contributing institutions. 1.Range migrations in response to climate change, invasive species and the emergence of novel ecosystems highlight the importance of temporal turnover in community composition as a...

  17. High bone turnover in Irish professional jockeys.

    LENUS (Irish Health Repository)

    Waldron-Lynch, F

    2012-02-01

    SUMMARY: Professional jockeys are routinely exposed to high impact trauma and sustain fractures frequently. We found that jockeys restrict their caloric intake in order to maintain regulation weights, and that bone turnover is high. There are significant health and safety implications for the racing industry. INTRODUCTION: Professional jockeys routinely sustain fractures from high impact falls. Jockeys maintain a low percentage body fat and a low body mass index (BMI) to achieve low weight targets in order to race. We evaluated dietary habits and bone metabolism in jockeys. METHODS: Bone mineral density (BMD) was measured in 27 male jockeys of the 144 jockeys licensed in Ireland. Fourteen (52%) had BMD T score below -1.0, of whom 12 consented to clinical review, nutritional survey, endocrine studies, and bone turnover markers (BTM). BTM were compared to age- and sex-matched controls (n = 16). RESULTS: BMI was 20.6 +\\/- 1.7 kg\\/m(2); previous fracture frequency was 3.2 +\\/- 2.0 per rider. All had normal endocrine axes. The jockeys\\' diet as determined by a 7-day dietary recall was deficient in energy, calcium, and vitamin D intake. Compared with the control group, the jockey group had evidence of increased bone turnover. CONCLUSIONS: A substantial proportion of the professional jockeys in Ireland have low-normal BMD, low BMI, and high bone turnover that may result from weight and dietary restrictions. These factors seem to have a deleterious effect on their bone health and predispose the jockeys to a high fracture risk that should be remediated.

  18. Stock Option Compensation and Managerial Turnover

    OpenAIRE

    Raluca Georgiana NASTASESCU

    2009-01-01

    This study examines the association between managerial turnover and equity-based compensation. I investigate whether stock options act to bond executives to their firms and whether retention of managers is a motivation of companies in designing CEO incentive contracts. The results show that stock options do negatively influence the probability of a CEO leaving the company. The monetary cost of losing the value of equity-based compensation package keeps the manager with his company. I also fin...

  19. Quantitative analysis of protein turnover in plants.

    Science.gov (United States)

    Nelson, Clark J; Li, Lei; Millar, A Harvey

    2014-03-01

    Proteins are constantly being synthesised and degraded as plant cells age and as plants grow, develop and adapt the proteome. Given that plants develop through a series of events from germination to fruiting and even undertake whole organ senescence, an understanding of protein turnover as a fundamental part of this process in plants is essential. Both synthesis and degradation processes are spatially separated in a cell across its compartmented structure. The majority of protein synthesis occurs in the cytosol, while synthesis of specific components occurs inside plastids and mitochondria. Degradation of proteins occurs in both the cytosol, through the action of the plant proteasome, and in organelles and lytic structures through different protease classes. Tracking the specific synthesis and degradation rate of individual proteins can be undertaken using stable isotope feeding and the ability of peptide MS to track labelled peptide fractions over time. Mathematical modelling can be used to follow the isotope signature of newly synthesised protein as it accumulates and natural abundance proteins as they are lost through degradation. Different technical and biological constraints govern the potential for the use of (13)C, (15)N, (2)H and (18)O for these experiments in complete labelling and partial labelling strategies. Future development of quantitative protein turnover analysis will involve analysis of protein populations in complexes and subcellular compartments, assessing the effect of PTMs and integrating turnover studies into wider system biology study of plants.

  20. PERAN STRES KERJA DAN KEPUASAN KERJA UNTUK MENGURANGI TURNOVER INTENTION

    Directory of Open Access Journals (Sweden)

    Syarifah Nazenin

    2014-09-01

    Full Text Available Tujuan penelitian ini untuk menguji pengaruh variabel stres kerja dan kepuasan kerja pada turnover intention karyawan tetap bagian produksi. Sampel penelitian ini adalah 86 responden, menggunakan metode Slovin dengan teknik probability sampling dengan jenis proportionate random sampling. Berdasarkan hasil penelitian, menunjukkan bahwa stres kerja berpengaruh positif signifikan pada turnover intention. Kemudian, kepuasan kerja berpengaruh negatif signifikan. Penelitian ini menyimpulkan, bahwa stres kerja berpengaruh positif dan signifikan pada turnover intention karyawan dan kepuasan kerja berpengaruh negatif dan signifikan terhadap turnover intention karyawan. Implikasi manajerial yang bisa dilakukan adalah dengan pengurangan tingkat stres karyawan dan membuat program untuk tujuan menekan turnover intention, seperti kesempatan promosi dan meningkatkan reward karyawan. The purpose of this study conducted to examine the effect of work stress and job satisfaction on turnover intention of employee in production department. The sample was 86 respondent, using Slovin method with proportionate random sampling technique. The result showed that job stress has a positive effect on turnover intention while job satisfaction has a negative effect on turnover intention. This study conclude that job stress has positive and significant impact on employee turnover intention and job satisfaction significantly and negatively related to turnover intention of employees. Therefore, it is recommended to managerial level people to reduce stress levels in employees and to create a program for pressing turnover intention, such as promotional opportunities and improve employee rewards.

  1. PERAN STRES KERJA DAN KEPUASAN KERJA UNTUK MENGURANGI TURNOVER INTENTION

    Directory of Open Access Journals (Sweden)

    Syarifah Nazenin

    2014-09-01

    Full Text Available Tujuan penelitian ini untuk menguji pengaruh variabel stres kerja dan kepuasan kerja pada turnover intention karyawan tetap bagian produksi. Sampel penelitian ini adalah 86 responden, menggunakan metode Slovin dengan teknik probability sampling dengan jenis proportionate random sampling. Berdasarkan hasil penelitian, menunjukkan bahwa stres kerja berpengaruh positif signifikan pada turnover intention. Kemudian, kepuasan kerja berpengaruh negatif signifikan. Penelitian ini menyimpulkan, bahwa stres kerja berpengaruh positif dan signifikan pada turnover intention karyawan dan kepuasan kerja berpengaruh negatif dan signifikan terhadap turnover intention karyawan. Implikasi manajerial yang bisa dilakukan adalah dengan pengurangan tingkat stres karyawan dan membuat program untuk tujuan menekan turnover intention, seperti kesempatan promosi dan meningkatkan reward karyawan. The purpose of this study conducted to examine the effect of work stress and job satisfaction on turnover intention of employee in production department. The sample was 86 respondent, using Slovin method with proportionate random sampling technique. The result showed that job stress has a positive effect on turnover intention while job satisfaction has a negative effect on turnover intention. This study conclude that job stress has positive and significant impact on employee turnover intention and job satisfaction significantly and negatively related to turnover intention of employees. Therefore, it is recommended to managerial level people to reduce stress levels in employees and to create a program for pressing turnover intention, such as promotional opportunities and improve employee rewards.

  2. Endocrine and pharmacological suppressors of bone turnover protect against osteopenia in ovariectomized rats.

    Science.gov (United States)

    Wronski, T J; Dann, L M; Scott, K S; Crooke, L R

    1989-08-01

    This study was designed to test the hypothesis that endocrine and pharmacological suppressors of bone turnover prevent the development of osteopenia during estrogen deficiency. Sham-operated control and ovariectomized (OVX) rats were treated intermittently with vehicle alone, estrogen, or the diphosphonate compounds etidronate disodium (EHDP) and NE-58095 [2-(3-pyridinyl)2-hydroxyethylidene-1,1-bisphosphonate disodium] for 35 or 70 days after surgery. Their proximal tibiae were processed undecalcified for quantitative bone histomorphometry. Vehicle-treated OVX rats were characterized by decreased cancellous bone volume and 3- to 4-fold increases in osteoblast surface, osteoclast surface, bone formation rate, and bone resorption rate. Treatment of OVX rats with estrogen and NE-58095 provided complete protection against bone loss and significantly depressed all of the above indices of bone turnover. OVX rats treated with EHDP exhibited at least partial protection against bone loss and decreased bone turnover. EHDP induced a mild mineralization defect, as indicated by a prolonged mineralization lag time at the tibial endocortical surface. The new diphosphonate compound NE-58095 did not impair bone mineralization. Our results indicate that endocrine and pharmacological suppressors of bone turnover prevent the development of osteopenia during the early stages of estrogen deficiency. If confirmed by clinical trials in humans, diphosphonate compounds may prove to be an alternative to estrogen for the prevention of postmenopausal bone loss.

  3. Surgical team turnover and operative time: An evaluation of operating room efficiency during pulmonary resection.

    Science.gov (United States)

    Azzi, Alain Joe; Shah, Karan; Seely, Andrew; Villeneuve, James Patrick; Sundaresan, Sudhir R; Shamji, Farid M; Maziak, Donna E; Gilbert, Sebastien

    2016-05-01

    Health care resources are costly and should be used judiciously and efficiently. Predicting the duration of surgical procedures is key to optimizing operating room resources. Our objective was to identify factors influencing operative time, particularly surgical team turnover. We performed a single-institution, retrospective review of lobectomy operations. Univariate and multivariate analyses were performed to evaluate the impact of different factors on surgical time (skin-to-skin) and total procedure time. Staff turnover within the nursing component of the surgical team was defined as the number of instances any nurse had to leave the operating room over the total number of nurses involved in the operation. A total of 235 lobectomies were performed by 5 surgeons, most commonly for lung cancer (95%). On multivariate analysis, percent forced expiratory volume in 1 second, surgical approach, and lesion size had a significant effect on surgical time. Nursing turnover was associated with a significant increase in surgical time (53.7 minutes; 95% confidence interval, 6.4-101; P = .026) and total procedure time (83.2 minutes; 95% confidence interval, 30.1-136.2; P = .002). Active management of surgical team turnover may be an opportunity to improve operating room efficiency when the surgical team is engaged in a major pulmonary resection. Copyright © 2016 The American Association for Thoracic Surgery. Published by Elsevier Inc. All rights reserved.

  4. Treatment staff turnover in organizations implementing evidence-based practices: turnover rates and their association with client outcomes.

    Science.gov (United States)

    Garner, Bryan R; Hunter, Brooke D; Modisette, Kathryn C; Ihnes, Pamela C; Godley, Susan H

    2012-03-01

    High staff turnover has been described as a problem for the substance use disorder treatment field. This assertion is based primarily on the assumption that staff turnover adversely impacts treatment delivery and effectiveness. This assumption, however, has not been empirically tested. In this study, we computed annualized rates of turnover for treatment staff (N = 249) participating in an evidence-based practice implementation initiative and examined the association between organizational-level rates of staff turnover and client-level outcomes. Annualized rates of staff turnover were 31% for clinicians and 19% for clinical supervisors. In addition, multilevel analyses did not reveal the expected relationship between staff turnover and poorer client-level outcomes. Rather, organizational-level rates of staff turnover were found to have a significant positive association with two measures of treatment effectiveness: less involvement in illegal activity and lower social risk. Possible explanations for these findings are discussed. Copyright © 2012 Elsevier Inc. All rights reserved.

  5. Labour Markets and Employment Practices in the Age of Flexibility: A Case Study of Silicon Valley.

    Science.gov (United States)

    Carnoy, Martin; And Others

    1997-01-01

    Flexible employment has accounted for more than half of Silicon Valley's total employment growth in the past 10 years. Flexible employment has become a permanent strategy that may create insecurity for low-skilled workers; it also leads to a high turnover rate among highly skilled workers. (JOW)

  6. Damping control for the vibration in a magnetic bearing using the selective turn-over method

    Energy Technology Data Exchange (ETDEWEB)

    Matsumura, Fumio; Fujita, Masayuki; Oida, Chikashi; Higashida, Akira

    1988-01-20

    The report presents a device that uses the selective turn-over method to simultaneously achieve stability leviation and shaft vibration damping in a magnetic bearing. The device is applied to a radial-thrust simultaneous control type magnetic bearing that incorporates four pairs (total of eight) of electromagnets to perform control for all of the five degrees of freedom. A mathematical model is developed to simulate the rotor's motions including asymmetric motions. The device employs the Robust servomechanism. For stabilization, the selective turn-over method is used which is higher in accuracy and performance than the ordinary turn-over method that has been conventionally used for stabilization. This permits control of both shaft vibration damping and stability levitation. The stability of levitation and the damping of shaft vibration are investigated at 1,900 rpm, and results obtained are compared with those made with an integral type optimal regulating method. It is demonstrated that the control device using the selective turn-over method has high performance as a servomechanism. (12 figs, 8 refs)

  7. The impact of organisational factors on horizontal bullying and turnover intentions in the nursing workplace.

    Science.gov (United States)

    Blackstock, Sheila; Harlos, Karen; Macleod, Martha L P; Hardy, Cindy L

    2015-11-01

    To examine the impact of organisational factors on bullying among peers (i.e. horizontal) and its effect on turnover intentions among Canadian registered nurses (RNs). Bullying among nurses is an international problem. Few studies have examined factors specific to nursing work environments that may increase exposure to bullying. An Australian model of nurse bullying was tested among Canadian registered nurse coworkers using a web-based survey (n = 103). Three factors - misuse of organisational processes/procedures, organisational tolerance and reward of bullying, and informal organisational alliances - were examined as predictors of horizontal bullying, which in turn was examined as a predictor of turnover intentions. The construct validity of model measures was explored. Informal organisational alliances and misuse of organisational processes/procedures predicted increased horizontal bullying that, in turn, predicted increased turnover intentions. Construct validity of model measures was supported. Negative informal alliances and misuse of organisational processes are antecedents to bullying, which adversely affects employment relationship stability. The results suggest that reforming flawed organisational processes that contribute to registered nurses' bullying experiences may help to reduce chronically high turnover. Nurse leaders and managers need to create workplace processes that foster positive networks, fairness and respect through more transparent and accountable practices. © 2014 John Wiley & Sons Ltd.

  8. Organizational consequences of staff turnover in outpatient substance abuse treatment programs.

    Science.gov (United States)

    Knight, Danica K; Becan, Jennifer E; Flynn, Patrick M

    2012-03-01

    The purpose of this study was to examine the impact of staff turnover on perceptions of organizational demands and support among staff who remained employed in substance abuse treatment programs. The sample consisted of 353 clinical staff from 63 outpatient agencies. Two scales from the Survey of Organizational Functioning measured work environment demands (stress and inadequate staffing), and 3 measured supportive work relationships (communication, cohesion, and peer collaboration). Results from a series of multilevel models documented that counselors working in programs that had previously experienced high staff turnover perceived higher demands and lower support within their organization, even after controlling for other potentially burdensome factors such as budget, census, and individual measures of workload. Two individual-level variables, caseload and tenure, were important determinants of work environment demands but were not related to supportive work relationships. Findings suggest that staff turnover increases workplace demands, decreases perceptions of support, and underscores the need to reduce stress and minimize subsequent turnover among clinical staff. Copyright © 2012 Elsevier Inc. All rights reserved.

  9. Turnover in health care: the mediating effects of employee engagement.

    Science.gov (United States)

    Collini, Stevie A; Guidroz, Ashley M; Perez, Lisa M

    2015-03-01

    This study aimed to understand the interaction between interpersonal respect, diversity climate, mission fulfilment and engagement to better predict turnover in health care. Registered nurse turnover has averaged 14% and current nursing shortages are expected to spread. Few studies have studied employee engagement as a mediator between organisational context and turnover. Study participants were employees working within 185 departments across ten hospitals within a large healthcare organisation in the USA. Although a total of 5443 employees work in these departments, employee opinion survey responses were aggregated by department before being linked to turnover rates gathered from company records. Engagement fully mediated the relationship between respect and turnover and the relationship between mission fulfilment and turnover. Diversity climate was not related to turnover. Turnover in health care poses a significant threat to the mission of creating a healing environment for patients and these results demonstrate that workplace respect and connection to the mission affect turnover by decreasing engagement. The findings demonstrated that to increase engagement, and improve turnover rates in health care, it would be beneficial for organisations, and nurse management to focus on improving mission fulfilment and interpersonal relationships. © 2013 John Wiley & Sons Ltd.

  10. Contingency, Employment Intentions, and Retention of Vulnerable Low-Wage Workers: An Examination of Nursing Assistants in Nursing Homes

    Science.gov (United States)

    Dill, Janette S.; Morgan, Jennifer Craft; Marshall, Victor W.

    2013-01-01

    Purpose of the Study: While theories of job turnover generally assume a strong correlation between job satisfaction, intention, and retention, such models may be limited in explaining turnover of low-wage health care workers. Low-wage workers likely have a lower ability to act on their employment intentions or plans due to a lack of resources that…

  11. Biochemical Markers of Joint Tissue Turnover

    DEFF Research Database (Denmark)

    Bay-Jensen, Anne-Christine; Sondergaard, Bodil Cecilie; Christiansen, Claus;

    2009-01-01

    Recent disappointments in late stage developments of anti-osteoarthritic drugs have reinforced efforts to develop better biomarkers for application in both the drug development process as well as in the routine management of these patients. Here we provide a brief review of biochemical tests...... available for the study of tissue turnover in each of the three compartments of the articular joint, that is the bone, the cartilage, and the synovium. Finally, we provide some perspective to future developments in biomarker discovery and discuss the potential impact such technologies could have on the drug...

  12. Understanding the factors that promote employability orientation: The impact of employability culture, career satisfaction, and role breadth self-efficacy

    NARCIS (Netherlands)

    Nauta, Aukje; van Vianen, Annelies; van der Heijden, Beatrice; van Kam, Karen; Willemsen, Marja

    2009-01-01

    This study among 702 Dutch employees working in the health care and welfare sector examined individual and organizational factors that are related to workers' employability orientation and turnover intention. Additionally, push and pull motives were examined of employees who aimed to leave their

  13. The effect of positive interactions on temporal turnover of community composition along an environmental gradient.

    Directory of Open Access Journals (Sweden)

    Youshi Wang

    Full Text Available It has been demonstrated that the interplay between negative and positive interactions simultaneously shapes community structure and composition. However, few studies have attempted to examine the effect of facilitation on compositional changes in communities through time. Additionally, due to the difficulties in collecting the long-term data, it would be useful to indicate the rate of temporal turnover using a readily obtainable metric. Using an individual-based model incorporating plant strategies, we examined the role of facilitation on the temporal turnover of communities located at different positions along an environmental gradient for three model scenarios: CM without facilitation; CFM-U, a unimodal relationship between facilitation and environmental severity; and CFM-L, a positively linear relationship between facilitation and environmental severity. Our results demonstrated that facilitation could increase, decrease or have no remarkable effect on temporal turnover. The specific outcome depended on the location of the focal community across the environmental gradient and the model employed. Compared with CM, the inclusion of positive interactions (i.e. CFM-U and CFM-L, at intermediate environmental stress levels (such as S = 0.7 and 0.8 resulted in lower Bray-Curtis similarity values; at other severity levels, facilitation slowed down (such as S = 0.3 and 0.4 at low to medium stress levels, and S = 0.9 at high stress levels or had only a subtle effect (such as at S = 0.1 on temporal turnover. We also found that the coefficient of variation (CV in species abundances and the rate of temporal variability showed a significant quadratic relationship. Our theoretical analysis contributes to the understanding of factors driving temporal turnover in biotic communities, and presents a potential metric (i.e. CV in species abundances assessing the consequences of ongoing environmental change on community structure.

  14. The effect of positive interactions on temporal turnover of community composition along an environmental gradient.

    Science.gov (United States)

    Wang, Youshi; Yang, Zhiyong; Zhou, Shurong; Soininen, Janne; Ai, Dexiecuo; Li, Yali; Chu, Chengjin

    2013-01-01

    It has been demonstrated that the interplay between negative and positive interactions simultaneously shapes community structure and composition. However, few studies have attempted to examine the effect of facilitation on compositional changes in communities through time. Additionally, due to the difficulties in collecting the long-term data, it would be useful to indicate the rate of temporal turnover using a readily obtainable metric. Using an individual-based model incorporating plant strategies, we examined the role of facilitation on the temporal turnover of communities located at different positions along an environmental gradient for three model scenarios: CM without facilitation; CFM-U, a unimodal relationship between facilitation and environmental severity; and CFM-L, a positively linear relationship between facilitation and environmental severity. Our results demonstrated that facilitation could increase, decrease or have no remarkable effect on temporal turnover. The specific outcome depended on the location of the focal community across the environmental gradient and the model employed. Compared with CM, the inclusion of positive interactions (i.e. CFM-U and CFM-L), at intermediate environmental stress levels (such as S = 0.7 and 0.8) resulted in lower Bray-Curtis similarity values; at other severity levels, facilitation slowed down (such as S = 0.3 and 0.4 at low to medium stress levels, and S = 0.9 at high stress levels) or had only a subtle effect (such as at S = 0.1) on temporal turnover. We also found that the coefficient of variation (CV) in species abundances and the rate of temporal variability showed a significant quadratic relationship. Our theoretical analysis contributes to the understanding of factors driving temporal turnover in biotic communities, and presents a potential metric (i.e. CV in species abundances) assessing the consequences of ongoing environmental change on community structure.

  15. Organizational politics, nurses' stress, burnout levels, turnover intention and job satisfaction.

    Science.gov (United States)

    Labrague, L J; McEnroe-Petitte, D M; Gloe, D; Tsaras, K; Arteche, D L; Maldia, F

    2017-03-01

    This is a research report examining the influence of organizational politics perceptions on nurses' work outcomes (job satisfaction, work stress, job burnout and turnover intention). Organizational politics is a phenomenon common in almost all institutions and is linked with undesirable consequences in employees. Despite the plethora of research around the world on this topic, studies describing organizational politics in nursing remain underexplored. A cross-sectional research design was utilized in this study. One hundred sixty-six (166) nurses participated. Five standardized tools were used: the Job Satisfaction Index, the Job Stress Scale, the Burnout Measure Scale, the Turnover Intention Inventory Scale and the Perception of Organizational Politics Scale. Nurses employed both in private and government-owned hospitals perceived moderate levels of organizational politics. Positive correlations were identified between perceived organizational politics and job stress, turnover intention and job burnout. Negative correlations were found between perceived organizational politics and job satisfaction. Perceptions of workplace politics in Filipino nurses were lower when compared to findings in other international studies. A strong link was found between organizational politics perceptions and the four job outcomes (stress and burnout levels, turnover intention and job satisfaction). Use of a self-reporting questionnaire and exclusion of nurses from other provinces. Perceived organizational politics predicted nurses' stress and burnout levels, turnover intention and job satisfaction. The findings of this study may provide a valuable perspective of this organizational issue and could assist policymakers and nurse administrators in formulating interventions that could minimize the effect of workplace politics. © 2016 International Council of Nurses.

  16. Organisational culture of hospitals to predict turnover intentions of professional nurses

    Directory of Open Access Journals (Sweden)

    G Roodt

    2008-01-01

    Full Text Available The objective of this study was to determine if organisational culture predicts turnover intentions of professional nurses. A predictive model with organisational culture and various proposed mediating variables, namely knowledge sharing, organisational commitment, organisational citisenship behaviour and job satisfaction, as well as various demographic variables was developed to determine turnover intentions through applying General Linear Modelling. A correlational design with questionnaires was used. A sample of professional nurses (N = 530 in private and provincial hospitals was obtained. The results indicate that organisational culture has a significantly negative correlation with turnover intentions. Organisational culture also interacted with job satisfaction, knowledge sharing, and the white professional nurses’ category to decrease turnover intentions and with Organisational Citisen Behaviours to increase turnover intentions in a final predictive model. It is therefore recommended that nursing employers seriously embark on strategies to improve the organisational culture to retain their talent. Opsomming Die doel van die studie was om te bepaal of organisasie-kultuur arbeidsomset-voornemens van professionele verpleegkundiges voorspel. ‘n Voorspellingsmodel met organisasiekultuur en verskeie voorgestelde tussenkomende veranderlikes, naamlik kennisdeling, organisasieverbintenis, organisasie-burgerskapsgedrag en werkstevredenheid, asook verskeie demografiese veranderlikes was ontwikkel deur Algemene Liniêre Modellering. ’n Korrelasie-ontwerp met behulp van vraelyste is gebruik. ‘n Steekproef van professionele verpleegkundiges (N = 530 in private en provinsiale hospitale is verkry. Die resultate toon dat organisasie-kultuur betekenisvol negatief korrelleer met arbeidsomsetvoornemens. Organisasiekultuur het ook in interaksie met werkstevredenheid en kennisdeling, asook die kategorie blanke verpleegkundiges in ‘n finale model

  17. Pitfalls in quantifying species turnover: the residency effect

    OpenAIRE

    Kevin Chase Burns

    2014-01-01

    The composition of ecological communities changes continuously through time and space. Understanding this turnover in species composition is a central goal in biogeography, but quantifying species turnover can be problematic. Here, I describe an underappreciated source of bias in quantifying species turnover, namely ‘the residency effect’, which occurs when the contiguous distributions of species across sampling domains are small relative to census intervals. I present the results of a simula...

  18. Endogenous Turnover of Cyanogenic Glycosides in Plants

    DEFF Research Database (Denmark)

    Picmanova, Martina

    Amongst the vast multitude of plant secondary metabolites, cyanogenic glycosides (CNglcs) occupy an important place as sophisticated defence compounds, releasing toxic hydrogen cyanide (HCN) upon herbivore attack – a process known as cyanogenesis. Beside this wellestablished function, there is st......Amongst the vast multitude of plant secondary metabolites, cyanogenic glycosides (CNglcs) occupy an important place as sophisticated defence compounds, releasing toxic hydrogen cyanide (HCN) upon herbivore attack – a process known as cyanogenesis. Beside this wellestablished function...... through the formation of β- cyanoalanine, or, potentially, in an alternative endogenous turnover pathway circumventing the release of HCN. The investigation of the latter is the primary focus of this PhD project. Scattered data from the literature indicated that CNglcs co-occur in plants...... revealed the formation of glycosides of amides, carboxylic acids and "anitriles", including their di- and triglycosides, evidently derived from CNglcs. Based on results common to the three phylogenetically unrelated plant species, a recycling endogenous turnover pathway for CNglcs was suggested in which...

  19. Dynamics of Adipocyte Turnover in Humans

    Energy Technology Data Exchange (ETDEWEB)

    Spalding, K; Arner, E; Westermark, P; Bernard, S; Buchholz, B; Bergmann, O; Blomqvist, L; Hoffstedt, J; Naslund, E; Britton, T; Concha, H; Hassan, M; Ryden, M; Frisen, J; Arner, P

    2007-07-16

    Obesity is increasing in an epidemic fashion in most countries and constitutes a public health problem by enhancing the risk for cardiovascular disease and metabolic disorders such as type 2 diabetes. Owing to the increase in obesity, life expectancy may start to decrease in developed countries for the first time in recent history. The factors determining fat mass in adult humans are not fully understood, but increased lipid storage in already developed fat cells is thought to be most important. We show that adipocyte number is a major determinant for the fat mass in adults. However, the number of fat cells stays constant in adulthood in lean and obese and even under extreme conditions, indicating that the number of adipocytes is set during childhood and adolescence. To establish the dynamics within the stable population of adipocytes in adults, we have measured adipocyte turnover by analyzing the integration of {sup 14}C derived from nuclear bomb tests in genomic DNA. Approximately 10% of fat cells are renewed annually at all adult ages and levels of body mass index. Neither adipocyte death nor generation rate is altered in obesity, suggesting a tight regulation of fat cell number that is independent of metabolic profile in adulthood. The high turnover of adipocytes establishes a new therapeutic target for pharmacological intervention in obesity.

  20. Strategies for adapting to high rates of employee turnover.

    Science.gov (United States)

    Mowday, R T

    1984-01-01

    For many organizations facing high rates of employee turnover, strategies for increasing employee retention may not be practical because employees leave for reasons beyond the control of management or the costs of reducing turnover exceed the benefits to be derived. In this situation managers need to consider strategies that can minimize or buffer the organization from the negative consequences that often follow from turnover. Strategies organizations can use to adapt to uncontrollably high employee turnover rates are presented in this article. In addition, suggestions are made for how managers should make choices among the alternative strategies.

  1. Turnover intentions and voluntary turnover: the moderating roles of self-monitoring, locus of control, proactive personality, and risk aversion.

    Science.gov (United States)

    Allen, David G; Weeks, Kelly P; Moffitt, Karen R

    2005-09-01

    This article explores moderators of the relationship between turnover intentions and turnover behavior to better explain why some employees translate intentions into behavior and other employees do not. Individual differences in self-monitoring, locus of control, proactive personality, and risk aversion were examined. Results indicate that self-monitoring and risk aversion moderate the intentions-turnover link. Specifically, the relationship between turnover intentions and turnover is stronger for low self-monitors and those lower in risk aversion. Locus of control moderated the relationship in 1 of 2 samples such that the relationship was stronger for those with an internal locus of control. Proactive personality, however, did not directly moderate the relationship between intentions and turnover behaviors.

  2. Job satisfaction and turnover intention among Iraqi doctors--a descriptive cross-sectional multicentre study.

    Science.gov (United States)

    Ali Jadoo, Saad Ahmed; Aljunid, Syed Mohamed; Dastan, Ilker; Tawfeeq, Ruqiya Subhi; Mustafa, Mustafa Ali; Ganasegeran, Kurubaran; AlDubai, Sami Abdo Radman

    2015-04-19

    During the last two decades, the Iraqi human resources for health was exposed to an unprecedented turnover of trained and experienced medical professionals. This study aimed to explore prominent factors affecting turnover intentions among Iraqi doctors. A descriptive cross-sectional multicentre study was carried out among 576 doctors across 20 hospitals in Iraq using multistage sampling technique. Participants completed a self-administered questionnaire, which included socio-demographic information, work characteristics, the 10-item Warr-Cook-Wall job satisfaction scale, and one question on turnover intention. Descriptive and bivariate and multiple logistic regression analyses were conducted to identify significant factors affecting turnover intentions. More than one half of Iraqi doctors (55.2%) were actively seeking alternative employment. Factors associated with turnover intentions among doctors were low job satisfaction score (odds ratio (OR) = 0.97; 95% confidence interval (CI): 0.95, 0.99), aged 40 years old or less (OR = 2.9; 95% CI: 1.74, 4.75), being male (OR = 4.2; 95% CI: 2.54, 7.03), being single (OR = 5.0; 95% CI: 2.61, 9.75), being threatened (OR = 3.5; 95% CI: 1.80, 6.69), internally displaced (OR = 3.1; 95% CI: 1.43, 6.57), having a perception of unsafe medical practice (OR = 4.1; 95% CI: 1.86, 9.21), working more than 40 h per week, (OR = 2.3; 95% CI: 1.27, 4.03), disagreement with the way manager handles staff (OR = 2.2; 95% CI: 1.19, 4.03), being non-specialist, (OR = 3.9, 95% CI: 2.08, 7.13), and being employed in the government sector only (OR = 2.0; 95% CI: 1.09, 3.82). The high-turnover intention among Iraqi doctors is significantly associated with working and security conditions. An urgent and effective strategy is required to prevent doctors' exodus.

  3. Evaluating Employability Skills: Employer and Student Perceptions

    Science.gov (United States)

    Saunders, Venetia; Zuzel, Katherine

    2010-01-01

    Graduate employability is a key issue for Higher Education. In this two-part study student employability skills have been evaluated from the perspective of sandwich students and graduates in biomolecular science, and their employers. A strong correlation was found between employer and sandwich student/graduate perceptions of the relative…

  4. Evaluating Employability Skills: Employer and Student Perceptions

    Science.gov (United States)

    Saunders, Venetia; Zuzel, Katherine

    2010-01-01

    Graduate employability is a key issue for Higher Education. In this two-part study student employability skills have been evaluated from the perspective of sandwich students and graduates in biomolecular science, and their employers. A strong correlation was found between employer and sandwich student/graduate perceptions of the relative…

  5. A study of relationship between job stress, quality of working life and turnover intention among hospital employees.

    Science.gov (United States)

    Mosadeghrad, Ali Mohammad; Ferlie, Ewan; Rosenberg, Duska

    2011-11-01

    Job stress is a serious threat to the quality of working life (QWL) of health-care employees and can cause hostility, aggression, absenteeism and turnover, as well as reduced productivity. In addition, job stress among employees affects the quality of health-care services. The purpose of this study was to gain a better understanding of the relationships between job stress and QWL of employees, and their impact on turnover intention at Isfahan hospitals, Iran. The study employed a cross-sectional research design. A validated questionnaire was used to collect data from hospital employees. Overall, 26% of employees graded their job stress high. The major sources of stress were inadequate pay, inequality at work, too much work, staff shortage, lack of recognition and promotion prospects, time pressure, lack of job security and lack of management support. An inverse relationship was found between job stress and QWL among hospital employees. The most important predictor of QWL was disturbance handling, followed by job proud, job security and job stress. Finally, while QWL was negatively associated with turnover intentions, job stress was positively related to employees' intention to quit. Since job stress has a strong correlation with employee QWL and turnover intention, it is very important to apply the right human resources policies to increase employees' QWL and decrease subsequent turnover. This study invites further research to explore, implement and evaluate intervention strategies for prevention of occupational stress and improvement in QWL.

  6. The prospective effects of workplace violence on physicians' job satisfaction and turnover intentions: the buffering effect of job control.

    Science.gov (United States)

    Heponiemi, Tarja; Kouvonen, Anne; Virtanen, Marianna; Vänskä, Jukka; Elovainio, Marko

    2014-01-17

    Health care professionals, including physicians, are at high risk of encountering workplace violence. At the same time physician turnover is an increasing problem that threatens the functioning of the health care sector worldwide. The present study examined the prospective associations of work-related physical violence and bullying with physicians' turnover intentions and job satisfaction. In addition, we tested whether job control would modify these associations. The present study was a 4-year longitudinal survey study, with data gathered in 2006 and 2010.The present sample included 1515 (61% women) Finnish physicians aged 25-63 years at baseline. Analyses of covariance (ANCOVA) were conducted while adjusting for gender, age, baseline levels, specialisation status, and employment sector. The results of covariance analyses showed that physical violence led to increased physician turnover intentions and that both bullying and physical violence led to reduced physician job satisfaction even after adjustments. We also found that opportunities for job control were able to alleviate the increase in turnover intentions resulting from bullying. Our results suggest that workplace violence is an extensive problem in the health care sector and may lead to increased turnover and job dissatisfaction. Thus, health care organisations should approach this problem through different means, for example, by giving health care employees more opportunities to control their own work.

  7. Nurse turnover in substance abuse treatment programs affiliated with the National Drug Abuse Treatment Clinical Trials Network (CTN)

    Science.gov (United States)

    Knudsen, Hannah K.; Abraham, Amanda J.; Roman, Paul M.; Studts, Jamie L.

    2011-01-01

    Voluntary nurse turnover, which is costly and disrupts patient care, has not been studied as an organizational phenomenon within substance abuse treatment organizations. In this exploratory study, we examined the frequency and correlates of nurse turnover within treatment programs affiliated with the National Drug Abuse Treatment Clinical Trials Network (CTN). During face-to-face interviews conducted in 2005–2006, 215 program administrators reported the number of nurses currently employed. Leaders of programs with nursing staff then described the number of nurses who had voluntarily quit in the past year, the degree to which filling vacant nursing positions was difficult, and the average number of days to fill a vacant position. About two-thirds of these programs had at least one nurse on staff. In programs with nurses, the average rate of voluntary turnover was 15.0%. Turnover was significantly lower in hospital-based programs and programs offering adolescent treatment, but higher in facilities offering residential treatment. The majority of administrators indicated that filling vacant nurse positions was difficult and took more than two months to complete. These findings suggest that nurse turnover is a significant issue facing many substance abuse treatment facilities. Efforts to improve retention of the addiction treatment workforce should be expanded to include nursing professionals. PMID:21177062

  8. Renormalized Volume

    Science.gov (United States)

    Gover, A. Rod; Waldron, Andrew

    2017-09-01

    We develop a universal distributional calculus for regulated volumes of metrics that are suitably singular along hypersurfaces. When the hypersurface is a conformal infinity we give simple integrated distribution expressions for the divergences and anomaly of the regulated volume functional valid for any choice of regulator. For closed hypersurfaces or conformally compact geometries, methods from a previously developed boundary calculus for conformally compact manifolds can be applied to give explicit holographic formulæ for the divergences and anomaly expressed as hypersurface integrals over local quantities (the method also extends to non-closed hypersurfaces). The resulting anomaly does not depend on any particular choice of regulator, while the regulator dependence of the divergences is precisely captured by these formulæ. Conformal hypersurface invariants can be studied by demanding that the singular metric obey, smoothly and formally to a suitable order, a Yamabe type problem with boundary data along the conformal infinity. We prove that the volume anomaly for these singular Yamabe solutions is a conformally invariant integral of a local Q-curvature that generalizes the Branson Q-curvature by including data of the embedding. In each dimension this canonically defines a higher dimensional generalization of the Willmore energy/rigid string action. Recently, Graham proved that the first variation of the volume anomaly recovers the density obstructing smooth solutions to this singular Yamabe problem; we give a new proof of this result employing our boundary calculus. Physical applications of our results include studies of quantum corrections to entanglement entropies.

  9. Microbial Turnover of Fixed Nitrogen Compounds in Oceanic Crustal Fluids

    Science.gov (United States)

    Kraft, B.; Wankel, S. D.; Glazer, B. T.; Huber, J. A.; Girguis, P. R.

    2014-12-01

    Oceanic crust is the largest aquifer on Earth, with a massive volume of seawater advecting through the basaltic crust. The microbiome of this deep marine subsurface biosphere has been estimated to be substantial, and consequently their metabolic activity may have major influences on global biogeochemical cycles. While earlier and recent studies provide insight into the microbial community composition of oceanic crustal fluids, information on the microbial ecophysiology is broadly missing. Therefore, to investigate the microbial transformation of fixed nitrogen compounds in crustal aquifer fluids, fluids were sampled from different horizons of two neighbouring CORK (Circulation Obviation Retrofit Kit) observatories at the North Pond sediment pond. This site is located on the western flank of the Mid Atlantic Ridge and is characterized by relatively young oceanic crust and cold fluids. The crustal fluids contain oxygen and nitrate, which potentially both may serve as electron acceptor for respiration. In a multidisciplinary approach we combined stable isotope incubations, determination of the natural isotopic compositions and plan to analyse relevant functional genes from a metagenomic dataset to investigate the nitrogen cycling at North Pond. The turnover of fixed nitrogen in oceanic crustal fluids may have important implications for the understanding of the global nitrogen cycle.

  10. EFFECT OF JOB SATISFACTION AND PERCEPTION OF WORK OPPORTUNITIES TO TURNOVER INTENTION WITH ORGANIZATION COMMITMENT AS INTERVENING VARIABLES: THE CASE OF HOTELS IN EAST JAVA, INDONESIA

    Directory of Open Access Journals (Sweden)

    Fitria L.

    2017-08-01

    Full Text Available This study aimed to examine the effect of job satisfaction and perceptions of job opportunities to the turnover intention and organizational commitment as an intervening variable. This study used the Theory of Reasoned Action, Two Factor Theory, Theory of Necessity, Theory of Planned Behavior and Theory of Motivation and Hope as the basis of this study. These studies use survey methods to collect data from selected samples. The chosen samples were managers who were placed at the middle management in 4-5 stars hospitality field institutions. There were 129 respondents total taken in this research. Nevertheless research trip to 5-star hotels do not provide research permit due to not accepting study from any party, therefore samples were taken from 4-star hotel in East Java for 71 respondents. This study uses Partial Least Square (PLS in test data. Research result indicates that the job satisfaction has a positive influence on turnover intention, the perception of employment opportunities positive effect on turnover intention and positive effect on job satisfaction organizational commitment. But the perception of employment opportunities negatively affect organizational commitment, organizational commitment negatively affect turnover intention, not able to mediate organizational commitment to job satisfaction and turnover intention organizational commitment are not able to mediate the perception of job opportunities to turnover intention.

  11. Bone mass and turnover in fibromyalgia

    DEFF Research Database (Denmark)

    Jacobsen, Søren; Gam, A; Egsmose, C

    1993-01-01

    Physical inactivity accelerates bone loss. Since patients with fibromyalgia are relatively physically inactive, bone mass and markers of bone metabolism were determined in 12 premenopausal women with fibromyalgia and in healthy age matched female control subjects. No differences were found...... in lumbar bone mineral density, femoral neck bone mineral density, serum levels of alkaline phosphatase, osteocalcin, ionized calcium and phosphate. The urinary excretion of both hydroxyproline and calcium relative to urinary creatinine excretion was significantly higher in patients with fibromyalgia, p = 0.......01. This was linked to lower urinary creatinine excretion (p = 0.02) probably reflecting lower physical activity in the patients with fibromyalgia. We conclude that bone mass and turnover are generally not affected in premenopausal women with fibromyalgia....

  12. Performance and turnover intentions: a social exchange perspective

    NARCIS (Netherlands)

    Biron, M.; Boon, C.

    2013-01-01

    Purpose - Prior research has yielded mixed results regarding the relationship between performance and turnover intentions. Drawing from social exchange theory, the purpose of this paper is to propose that the performance-turnover intentions association may be contingent upon individuals' exchange re

  13. Re-Examining the Relationship between Age and Voluntary Turnover

    Science.gov (United States)

    Ng, Thomas W. H.; Feldman, Daniel C.

    2009-01-01

    In their quantitative review of the literature, Healy, Lehman, and McDaniel [Healy, M. C., Lehman, M., & McDaniel, M. A. (1995). Age and voluntary turnover: A quantitative review. "Personnel Psychology, 48", 335-345] concluded that age is only weakly related to voluntary turnover (average r = -0.08). However, with the significant changes in…

  14. The Link between Training Satisfaction, Work Engagement and Turnover Intention

    Science.gov (United States)

    Memon, Mumtaz Ali; Salleh, Rohani; Baharom, Mohamed Noor Rosli

    2016-01-01

    Purpose: The purpose of this paper is to examine the casual relationship between training satisfaction, work engagement (WE) and turnover intention and the mediating role of WE between training satisfaction and turnover intention. Design/methodology/approach: Data were collected from 409 oil and gas professionals using an email survey…

  15. Organisational commitment and turnover intentions in humanitarian organisations

    NARCIS (Netherlands)

    Wijnmaalen, Julia; Heyse, Liesbet; Voordijk, Hans

    2016-01-01

    Unwanted staff turnover is a prominent HRM problem in humanitarian organisations. In the profit sector, HRM tools such as pay, benefits, socialisation and training have proven to be effective in increasing organisational commitment and decreasing staff turnover. This study explores whether such tool

  16. Organizational Characteristics Associated with Staff Turnover in Nursing Homes

    Science.gov (United States)

    Castle, Nicholas G.; Engberg, John

    2006-01-01

    Purpose: The association between certified nurse aide, licensed practical nurse, and registered nurse turnover and the organizational characteristics of nursing homes are examined. Design and Methods: Hypotheses for eight organizational characteristics are examined (staffing levels, top management turnover, resident case mix, facility quality,…

  17. Organizational commitment and turnover intentions in humanitarian organizations

    NARCIS (Netherlands)

    Wijnmalen, Julia; Heyse, Liesbet; Voordijk, Hans

    2016-01-01

    Unwanted staff turnover is a prominent HRM problem in humanitarian organisations. In the profit sector, HRM tools such as pay, benefits, socialisation and training have proven to be effective in increasing organisational commitment and decreasing staff turnover. This study explores whether such

  18. Organisational commitment and turnover intentions in humanitarian organisations

    NARCIS (Netherlands)

    Wijnmaalen, Julia; Heyse, Liesbet; Voordijk, Johannes T.

    2016-01-01

    Unwanted staff turnover is a prominent HRM problem in humanitarian organisations. In the profit sector, HRM tools such as pay, benefits, socialisation and training have proven to be effective in increasing organisational commitment and decreasing staff turnover. This study explores whether such

  19. Reducing staff turnover: a case study of dialysis facilities.

    Science.gov (United States)

    Tai, T W; Robinson, C D

    1998-01-01

    A multivariate logistic analysis of 42 Texas dialysis facilities indicated that younger, white, short tenure, an LVN/LPN, with less support from family and friends for emotional concerns, and less supervisor support significantly increased the likelihood of turnover (p staff turnover of these dialysis facilities increases costs and impedes the delivery of quality patient care. Managerial strategies to increase staff retention are suggested.

  20. Pitfalls in quantifying species turnover: the residency effect

    Directory of Open Access Journals (Sweden)

    Kevin Chase Burns

    2014-03-01

    Full Text Available The composition of ecological communities changes continuously through time and space. Understanding this turnover in species composition is a central goal in biogeography, but quantifying species turnover can be problematic. Here, I describe an underappreciated source of bias in quantifying species turnover, namely ‘the residency effect’, which occurs when the contiguous distributions of species across sampling domains are small relative to census intervals. I present the results of a simulation model that illustrates the problem theoretically and then I demonstrate the problem empirically using a long-term dataset of plant species turnover on islands. Results from both exercises indicate that empirical estimates of species turnover may be susceptible to significant observer bias, which may potentially cloud a better understanding of how the composition of ecological communities changes through time.

  1. Regulatory mechanisms of skeletal muscle protein turnover during exercise

    DEFF Research Database (Denmark)

    Rose, Adam John; Richter, Erik

    2009-01-01

    Skeletal muscle protein turnover is a relatively slow metabolic process that is altered by various physiological stimuli such as feeding/fasting and exercise. During exercise, catabolism of amino acids contributes very little to ATP turnover in working muscle. With regards to protein turnover......, there is now consistent data from tracer studies in rodents and humans showing that global protein synthesis is blunted in working skeletal muscle. Whether there is altered skeletal muscle protein breakdown during exercise remains unclear. The blunting of protein synthesis is believed to be mediated...... downstream of changes in intracellular Ca(2+) and energy turnover. In particular, a signaling cascade involving Ca(2+)-calmodulin-eEF2 kinase-eEF2 is implicated. The possible functional significance of altered protein turnover in working skeletal muscle during exercise is discussed. Further work...

  2. Relationship between analgesia and turnover of brain biogenic amines.

    Science.gov (United States)

    Bensemana, D; Gascon, A L

    1978-10-01

    The analgesic activity of morphine, delta9THC, and sodium salicylate was studied concomitantly with changes in brainstem and cortex turnover of dopamine (DA), noradrenaline (NA), and serotonin (5HT). The results show that a correlation exists between the presence of analgesia and the increased turnover rates of the three biogenic amines. Morphine and sodium salicylate induced analgesia is accompanied by an increased turnover rate of all three biogenic amines; delta9THC-induced analgesia is accompanied by an increased turnover rate of DA and 5HT only. There is, however, no consistent relationship between the degree of analgesia and the degree of change in the turnover rates. The existence of the endogenous morphine-like substances, endorphines, may explain why morphine analgesia is distinct from that of delta9THC and sodium salicylate. The possible relationship between this morphine-like substance and biogenic amines is discussed.

  3. Labour market and turnover in the industrial employment in the Brazilian Northeast region

    Directory of Open Access Journals (Sweden)

    Luís Abel da Silva Filho

    2016-01-01

    Full Text Available E l crecimiento económico reciente ha configurado ajustes acentuados en las relaciones laborales, especialmente en escenarios de capitalismo tardío. La ruptura en el mercado de trabajo brasileño fue el resultado de la ofensiva del capital sobre el trabajo, en un contexto de crecimiento económico con tasas de desempleo y de alta rotación. Por lo tanto, este artículo tiene como objetivo analizar el volumen de negocios en el mercado de trabajo industrial del noreste. Este escenario está fuertemente caracterizado por el proceso de reestructuración nacional, especialmente como un receptor de la actividad económica/trabajo intensivo. Metodológicamente, se recurre a una revisión de la lite - ratura y se añaden métodos empíricos para la construcción de indicadores de volumen de negocios. El marco de tiempo abarca los años 2001 y 2010, con la fuente de datos de la Información Anual Social y el Registro General de Empleados y Desempleados del Ministerio de Trabajo y Empleo. Los principales resultados muestran que hay un alto índice de despido injustificado, y una alta proporción de trabajadores que dejan sus puestos de trabajo en menos de un año. Además, la rotación es más pronunciada en la construcción y la agricultura. Sin embargo, cuando se realiza la selección de los sectores de la industria manufacturera, la industria mecánica y la de calzado y alimentos tienen altas tasas de rotación en comparación con las demás. En cuanto a la tasa de rotación, de acuerdo a las características demográficas y socioeconómicas, es más pronunciada para la fuerza de trabajo masculina, los muy jóvenes y los jóvenes, menos educados y en puestos de trabajo con ingresos de hasta un salario mínimo.

  4. Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: a meta-analysis.

    Science.gov (United States)

    Podsakoff, Nathan P; LePine, Jeffery A; LePine, Marcie A

    2007-03-01

    In this article, a 2-dimensional work stressor framework is used to explain inconsistencies in past research with respect to stressor relationships with retention-related criteria. Results of meta-analyses of 183 independent samples indicated that whereas hindrance stressors had dysfunctional relationships with these criteria (negative relationships with job satisfaction and organizational commitment and positive relationships with turnover intentions, turnover, and withdrawal behavior), relationships with challenge stressors were generally the opposite (positive relationships with job satisfaction and organizational commitment and negative relationships with turnover intentions and turnover). Results also suggested that the differential relationships between challenge stressors and hindrance stressors and the more distal criteria (withdrawal behavior and turnover) were due, in part, to the mediating effects of job attitudes. (c) 2007 APA, all rights reserved.

  5. Changes in turnover and vacancy rates of care workers in England from 2008 to 2010: panel analysis of national workforce data.

    Science.gov (United States)

    Hussein, Shereen; Ismail, Mohamed; Manthorpe, Jill

    2016-09-01

    The combination of growing demand for long-term care and higher expectations of care staff needs to be set in the context of long-standing concerns about the sustainability of recruitment and retention of front-line staff in the United Kingdom. Organisational and work environment factors are associated with vacancy levels and turnover rates. The aim of the current analysis was to investigate changes in turnover and vacancy rates over time experienced by a sample of social care employers in England. Taking a follow-up approach offers potentially more accurate estimates of changes in turnover and vacancy rates, and enables the identification of any different organisational characteristics which may be linked to reductions in these elements over time. The study constructed a panel of 2964 care providers (employers) using 18 separate data sets from the National Minimum Data Set for Social Care during 2008-2010. The findings indicate slight reductions in vacancy rates but the presence of enduring, high turnover rates among direct care workers over the study period. However, the experience of individual employers varied, with home-care providers experiencing significantly higher turnover rates than other parts of the sector. These findings raise questions around the quality and motivations of new recruits and methods of reducing specific vacancy levels. At a time of increased emphasis on care at home, it is worthwhile examining why care homes appear to have greater stability of staff and fewer vacancies than home-care agencies.

  6. Job and career satisfaction and turnover intentions of newly graduated nurses.

    Science.gov (United States)

    Laschinger, Heather K Spence

    2012-05-01

    To describe new graduate nurses' worklife experiences in Ontario hospital settings in the first 2 years of practice and to examine predictors of job and career satisfaction and turnover intentions. With a large cohort of nurses approaching retirement, every effort must be made to ensure that the work environments of new graduate nurses are positive, promoting job satisfaction and commitment to the profession to address the nursing workforce shortage. A cross-sectional analysis of data from a mail survey of new graduate nurses (n=342) in their first and second year of experience was used to address the research objectives. Overall, new graduate nurses were positive about their working conditions and there were few differences between nurses in their first and second years of practice. Structural and personal factors explained significant amounts of variance (31-68%) in both job and career satisfaction and turnover intentions. Empowerment, work engagement and burnout were important significant predictors. Modifiable workplace factors play an important role in influencing new graduates' job and career satisfaction and turnover intentions. Managers can employ strategies to enhance quality work environments that promote retention of new graduates and lessen the nursing workforce shortage. © 2011 Blackwell Publishing Ltd.

  7. Arthritis induces early bone high turnover, structural degradation and mechanical weakness.

    Directory of Open Access Journals (Sweden)

    Bruno Vidal

    Full Text Available We have previously found in the chronic SKG mouse model of arthritis that long standing (5 and 8 months inflammation directly leads to high collagen bone turnover, disorganization of the collagen network, disturbed bone microstructure and degradation of bone biomechanical properties. The main goal of the present work was to study the effects of the first days of the inflammatory process on the microarchitecture and mechanical properties of bone.Twenty eight Wistar adjuvant-induced arthritis (AIA rats were monitored during 22 days after disease induction for the inflammatory score, ankle perimeter and body weight. Healthy non-arthritic rats were used as controls for compar-ison. After 22 days of disease progression rats were sacrificed and bone samples were collected for histomorphometrical, energy dispersive X-ray spectroscopical analysis and 3-point bending. Blood samples were also collected for bone turnover markers.AIA rats had an increased bone turnover (as inferred from increased P1NP and CTX1, p = 0.0010 and p = 0.0002, respectively and this was paralleled by a decreased mineral content (calcium p = 0.0046 and phos-phorus p = 0.0046. Histomorphometry showed a lower trabecular thickness (p = 0.0002 and bone volume (p = 0.0003 and higher trabecular sepa-ration (p = 0.0009 in the arthritic group as compared with controls. In addition, bone mechanical tests showed evidence of fragility as depicted by diminished values of yield stress and ultimate fracture point (p = 0.0061 and p = 0.0279, re-spectively in the arthritic group.We have shown in an AIA rat model that arthritis induc-es early bone high turnover, structural degradation, mineral loss and mechanical weak-ness.

  8. Arthritis induces early bone high turnover, structural degradation and mechanical weakness.

    Science.gov (United States)

    Vidal, Bruno; Cascão, Rita; Vale, Ana Catarina; Cavaleiro, Inês; Vaz, Maria Fátima; Brito, José Américo Almeida; Canhão, Helena; Fonseca, João Eurico

    2015-01-01

    We have previously found in the chronic SKG mouse model of arthritis that long standing (5 and 8 months) inflammation directly leads to high collagen bone turnover, disorganization of the collagen network, disturbed bone microstructure and degradation of bone biomechanical properties. The main goal of the present work was to study the effects of the first days of the inflammatory process on the microarchitecture and mechanical properties of bone. Twenty eight Wistar adjuvant-induced arthritis (AIA) rats were monitored during 22 days after disease induction for the inflammatory score, ankle perimeter and body weight. Healthy non-arthritic rats were used as controls for compar-ison. After 22 days of disease progression rats were sacrificed and bone samples were collected for histomorphometrical, energy dispersive X-ray spectroscopical analysis and 3-point bending. Blood samples were also collected for bone turnover markers. AIA rats had an increased bone turnover (as inferred from increased P1NP and CTX1, p = 0.0010 and p = 0.0002, respectively) and this was paralleled by a decreased mineral content (calcium p = 0.0046 and phos-phorus p = 0.0046). Histomorphometry showed a lower trabecular thickness (p = 0.0002) and bone volume (p = 0.0003) and higher trabecular sepa-ration (p = 0.0009) in the arthritic group as compared with controls. In addition, bone mechanical tests showed evidence of fragility as depicted by diminished values of yield stress and ultimate fracture point (p = 0.0061 and p = 0.0279, re-spectively) in the arthritic group. We have shown in an AIA rat model that arthritis induc-es early bone high turnover, structural degradation, mineral loss and mechanical weak-ness.

  9. Estimation of water turnover rates of captive West Indian manatees (Trichechus manatus) held in fresh and salt water.

    Science.gov (United States)

    Ortiz, R M; Worthy, G A; Byers, F M

    1999-01-01

    The ability of West Indian manatees (Trichechus manatus) to move between fresh and salt water raises the question of whether manatees drink salt water. Water turnover rates were estimated in captive West Indian manatees using the deuterium oxide dilution technique. Rates were quantified in animals using four experimental treatments: (1) held in fresh water and fed lettuce (N=4), (2) held in salt water and fed lettuce (N=2), (3) acutely exposed to salt water and fed lettuce (N=4), and (4) chronically exposed to salt water with limited access to fresh water and fed sea grass (N=5). Animals held in fresh water had the highest turnover rates (145+/-12 ml kg-1 day-1) (mean +/- s.e.m.). Animals acutely exposed to salt water decreased their turnover rate significantly when moved into salt water (from 124+/-15 to 65+/-15 ml kg-1 day-1) and subsequently increased their turnover rate upon re-entry to fresh water (146+/-19 ml kg-1 day-1). Manatees chronically exposed to salt water had significantly lower turnover rates (21+/-3 ml kg-1 day-1) compared with animals held in salt water and fed lettuce (45+/-3 ml kg-1 day-1). Manatees chronically exposed to salt water and fed sea grass had very low turnover rates compared with manatees held in salt water and fed lettuce, which is consistent with a lack of mariposia. Manatees in fresh water drank large volumes of water, which may make them susceptible to hyponatremia if access to a source of Na+ is not provided.

  10. Staff turnover in statewide implementation of ACT: relationship with ACT fidelity and other team characteristics.

    Science.gov (United States)

    Rollins, Angela L; Salyers, Michelle P; Tsai, Jack; Lydick, Jennifer M

    2010-09-01

    Staff turnover on assertive community treatment (ACT) teams is a poorly understood phenomenon. This study examined annual turnover and fidelity data collected in a statewide implementation of ACT over a 5-year period. Mean annual staff turnover across all observations was 30.0%. Turnover was negatively correlated with overall fidelity at Year 1 and 3. The team approach fidelity item was negatively correlated with staff turnover at Year 3. For 13 teams with 3 years of follow-up data, turnover rates did not change over time. Most ACT staff turnover rates were comparable or better than other turnover rates reported in the mental health and substance abuse literature.

  11. Organizational culture, job satisfaction, and clinician turnover in primary care.

    Science.gov (United States)

    Hall, Charles B; Brazil, Kevin; Wakefield, Dorothy; Lerer, Trudy; Tennen, Howard

    2010-04-01

    The purpose of this study is to examine how organizational culture and job satisfaction affect clinician turnover in primary care pediatric practices. One hundred thirty clinicians from 36 primary care pediatric practices completed the Primary Care Organizational Questionnaire (PCOQ), which evaluates interactions among members of the practice and job-related attributes measuring 8 organizational factors, along with a separate 3-item instrument measuring job satisfaction. Random effects logistic models were used to assess the associations between job satisfaction, the organizational factors from the PCOQ, and clinician turnover over the subsequent year. All 8 measured organizational factors from the PCOQ, particularly perceived effectiveness, were associated with job satisfaction. Five of the 8 organizational factors were also associated with clinician turnover. The effects of the organizational factors on turnover were substantially reduced in a model that included job satisfaction; only 1 organizational factor, communication between clinicians and nonclinicians, remained significant (P = .05). This suggests that organizational culture affects subsequent clinician turnover primarily through its effect on job satisfaction. Organizational culture, in particular perceived effectiveness and communication, affects job satisfaction, which in turn affects clinician turnover in primary care pediatric practices. Strategies to improve job satisfaction through changes in organizational culture could potentially reduce clinician turnover.

  12. Biomass turnover time in terrestrial ecosystems halved by land use

    Science.gov (United States)

    Erb, Karl-Heinz; Fetzel, Tamara; Plutzar, Christoph; Kastner, Thomas; Lauk, Christian; Mayer, Andreas; Niedertscheider, Maria; Körner, Christian; Haberl, Helmut

    2016-09-01

    The terrestrial carbon cycle is not well quantified. Biomass turnover time is a crucial parameter in the global carbon cycle, and contributes to the feedback between the terrestrial carbon cycle and climate. Biomass turnover time varies substantially in time and space, but its determinants are not well known, making predictions of future global carbon cycle dynamics uncertain. Land use--the sum of activities that aim at enhancing terrestrial ecosystem services--alters plant growth and reduces biomass stocks, and is hence expected to affect biomass turnover. Here we explore land-use-induced alterations of biomass turnover at the global scale by comparing the biomass turnover of the actual vegetation with that of a hypothetical vegetation state with no land use under current climate conditions. We find that, in the global average, biomass turnover is 1.9 times faster with land use. This acceleration affects all biomes roughly equally, but with large differences between land-use types. Land conversion, for example from forests to agricultural fields, is responsible for 59% of the acceleration; the use of forests and natural grazing land accounts for 26% and 15% respectively. Reductions in biomass stocks are partly compensated by reductions in net primary productivity. We conclude that land use significantly and systematically affects the fundamental trade-off between carbon turnover and carbon stocks.

  13. Employer's investments in hospital workers' employability and employment opportunities

    NARCIS (Netherlands)

    van Harten, E.J.; Knies, E.; Leisink, P.L.M.

    2016-01-01

    Purpose – The purpose of this paper is to examine the relationship between employer’s investments (through job characteristics and managerial support) and employees’ employment opportunities, with employability, conceptualized as perceived up-to-date expertise and willingness to change, as a mediati

  14. Factors Influencing Teacher’s Employees, Turnover in West Pokot District, Kenya

    Directory of Open Access Journals (Sweden)

    Judith Chepkemboi

    2013-09-01

    Full Text Available Turnover is a very critical issue and each organization should manage its rate. The main objective of this study was to determine the factors influencing TSC employees’ turnover in West Pokot district. The specific objectives of the study were to determine the influence of factors such as leadership, remuneration, working conditions and geographical location on TSC employees’ turnover in West Pokot district. This study was a descriptive survey, carried out in secondary schools in West Pokot district. The target population comprised a total of 268 secondary school teachers from a total of 30 schools. A sample of 80 respondents was selected using stratified sampling, simple random sampling and systematic random sampling. Questionnaires were the main tool of data collection. The findings indicated that the majority of the respondents felt that their contribution was recognised by the management, 67% of the respondents felt they were given plenty of freedom to decide on how to do their work and that working relations with the boss was not constrained. A majority felt their organization did not give them adequate and fair pay for the work they did as reported by 57%, a fact that led to TSC employees’ turnover in West Pokot. A majority of respondents agreed that they were given adequate facilities and instruments to perform their duties and they worked in a safe and healthy environment as indicated by 42%. The employees said they would leave TSC given an alternative employment, and most of them (24% strongly agreed, some 50% agreed were comfortable with the geographical location of their organizations.

  15. Job Demands, Engagement, and Turnover Intentions in Polish Nurses: The Role of Work-Family Interface

    Directory of Open Access Journals (Sweden)

    Anna Maria Dåderman

    2016-11-01

    Full Text Available Background: Poland has lower ratios of employed registered nurses per 1,000 inhabitants than the EU average. Polish nurses work under miserable conditions without assisting personnel, and they reconcile their professional demands with responsibilities for their families; 96% of them are women. Rationale/Aims: This study uses Hobfoll’s Conservation of Resources (COR theory to explain the role of various resources in the improvement of work conditions in the nursing profession. Work-family conflict (WFC and family-work conflict (FWC threaten to deplete nurses’ resources. This paper set out to (1 examine the extent to which perceived job demands (workload and interpersonal conflicts at work and engagement (vigour, dedication and absorption are associated with turnover intentions (the intention to leave the present workplace and the intention to leave the nursing profession; (2 attempt to determine whether levels of WFC and FWC moderate these associations. Design/Method: This study comprised 188 female registered nurses. The inclusion criterion was to live with a partner and/or have children. Results: WFC was moderately related to FWC. Hierarchical regression analyses showed that only high job demands and low vigour were significantly associated with turnover intentions. WFC was experienced more intensively than FWC. Job demands, vigour, dedication and turnover intentions had a strong effect on WFC, while absorption had a strong effect on FWC. However, levels of WFC and FWC did not significantly moderate these associations. Originality/Conclusion: The study produces new knowledge by examining a constellation of job demands, work engagement and WFC, which reflect the management of personal resources. Results from such a constellation in nurses from countries with a post-transformational economic system have not previously been discussed in the light of COR theory. Most importantly, we conclude that WFC does not intensify turnover intentions.

  16. Job Demands, Engagement, and Turnover Intentions in Polish Nurses: The Role of Work-Family Interface

    Science.gov (United States)

    Dåderman, Anna M.; Basinska, Beata A.

    2016-01-01

    Background: Poland has lower ratios of employed registered nurses per 1,000 inhabitants than the EU average. Polish nurses work under miserable conditions without assisting personnel, and they reconcile their professional demands with responsibilities for their families; 96% of them are women. Rationale/Aims: This study uses Hobfoll’s conservation of resources (CORs) theory to explain the role of various resources in the improvement of work conditions in the nursing profession. Work-family conflict (WFC) and family work conflict (FWC) threaten to deplete nurses’ resources. This paper set out to (1) examine the extent to which perceived job demands (workload and interpersonal conflicts at work) and engagement (vigor, dedication, and absorption) are associated with turnover intentions (the intention to leave the present workplace and the intention to leave the nursing profession); (2) attempt to determine whether levels of WFC and FWC moderate these associations. Design/Method: This study comprised 188 female registered nurses. The inclusion criterion was to live with a partner and/or have children. Results: WFC was moderately related to FWC. Hierarchical regression analyses showed that only high job demands and low vigor were significantly associated with turnover intentions. WFC was experienced more intensively than FWC. Job demands, vigor, dedication, and turnover intentions had a strong effect on WFC, while absorption had a strong effect on FWC. However, levels of WFC and FWC did not significantly moderate these associations. Originality/Conclusion: The study produces new knowledge by examining a constellation of job demands, work engagement and WFC, which reflect the management of personal resources. Results from such a constellation in nurses from countries with a post-transformational economic system have not previously been discussed in the light of COR theory. Most importantly, we conclude that WFC does not intensify turnover intentions. PMID:27847481

  17. Job Demands, Engagement, and Turnover Intentions in Polish Nurses: The Role of Work-Family Interface.

    Science.gov (United States)

    Dåderman, Anna M; Basinska, Beata A

    2016-01-01

    Background: Poland has lower ratios of employed registered nurses per 1,000 inhabitants than the EU average. Polish nurses work under miserable conditions without assisting personnel, and they reconcile their professional demands with responsibilities for their families; 96% of them are women. Rationale/Aims: This study uses Hobfoll's conservation of resources (CORs) theory to explain the role of various resources in the improvement of work conditions in the nursing profession. Work-family conflict (WFC) and family work conflict (FWC) threaten to deplete nurses' resources. This paper set out to (1) examine the extent to which perceived job demands (workload and interpersonal conflicts at work) and engagement (vigor, dedication, and absorption) are associated with turnover intentions (the intention to leave the present workplace and the intention to leave the nursing profession); (2) attempt to determine whether levels of WFC and FWC moderate these associations. Design/Method: This study comprised 188 female registered nurses. The inclusion criterion was to live with a partner and/or have children. Results: WFC was moderately related to FWC. Hierarchical regression analyses showed that only high job demands and low vigor were significantly associated with turnover intentions. WFC was experienced more intensively than FWC. Job demands, vigor, dedication, and turnover intentions had a strong effect on WFC, while absorption had a strong effect on FWC. However, levels of WFC and FWC did not significantly moderate these associations. Originality/Conclusion: The study produces new knowledge by examining a constellation of job demands, work engagement and WFC, which reflect the management of personal resources. Results from such a constellation in nurses from countries with a post-transformational economic system have not previously been discussed in the light of COR theory. Most importantly, we conclude that WFC does not intensify turnover intentions.

  18. The curvilinear effect of work engagement on employees' turnover intentions.

    Science.gov (United States)

    Caesens, Gaëtane; Stinglhamber, Florence; Marmier, Virginie

    2016-04-01

    Numerous studies have shown the positive consequences of work engagement for both organisations and employees experiencing it. For instance, research has demonstrated that work-engaged employees have lower levels of turnover intentions than non-engaged employees. However, in this research, we examined whether there is a dark side of work engagement. More precisely, we investigated whether the relationship between work engagement and employees' turnover intentions might be non-linear. Based on two different samples, our results indicated that the relationship between work engagement and employees' turnover intentions is curvilinear. The theoretical and practical implications of these results are discussed.

  19. Turnover Rate of Popularity Charts in Neutral Models

    CERN Document Server

    Evans, T S

    2011-01-01

    It has been shown recently that in many different cultural phenomena the turnover rate on the most popular artefacts in a population exhibit some regularities. A very simple expression for this turnover rate has been proposed by Bentley et al. and its validity in two simple models for copying and innovation is investigated in this paper. It is found that Bentley's formula is an approximation of the real behaviour of the turnover rate in the Wright-Fisher model, while it is not valid in the Moran model.

  20. Hsp90 inhibition decreases mitochondrial protein turnover.

    Directory of Open Access Journals (Sweden)

    Daciana H Margineantu

    Full Text Available BACKGROUND: Cells treated with hsp90 inhibitors exhibit pleiotropic changes, including an expansion of the mitochondrial compartment, accompanied by mitochondrial fragmentation and condensed mitochondrial morphology, with ultimate compromise of mitochondrial integrity and apoptosis. FINDINGS: We identified several mitochondrial oxidative phosphorylation complex subunits, including several encoded by mtDNA, that are upregulated by hsp90 inhibitors, without corresponding changes in mRNA abundance. Post-transcriptional accumulation of mitochondrial proteins observed with hsp90 inhibitors is also seen in cells treated with proteasome inhibitors. Detailed studies of the OSCP subunit of mitochondrial F1F0-ATPase revealed the presence of mono- and polyubiquitinated OSCP in mitochondrial fractions. We demonstrate that processed OSCP undergoes retrotranslocation to a trypsin-sensitive form associated with the outer mitochondrial membrane. Inhibition of proteasome or hsp90 function results in accumulation of both correctly targeted and retrotranslocated mitochondrial OSCP. CONCLUSIONS: Cytosolic turnover of mitochondrial proteins demonstrates a novel connection between mitochondrial and cytosolic compartments through the ubiquitin-proteasome system. Analogous to defective protein folding in the endoplasmic reticulum, a mitochondrial unfolded protein response may play a role in the apoptotic effects of hsp90 and proteasome inhibitors.

  1. Osteocalcin: an emerging biomarker for bone turnover

    Directory of Open Access Journals (Sweden)

    Brijesh Rathore

    2016-09-01

    Full Text Available Osteocalcin (OC is produced by osteoblasts during bone formation. OC is excreted into urine by glomerular filtration and can be found as fragments in urine. The presence of three vitamin K-dependent and #947;-carboxyglutamic acid residues is critical for osteocalcin's structure, which appears to regulate the maturation of bone mineral. Recent bone biology research have highlighted the importance of bone not only as a structural scaffold to support the human body, but also as a regulator of a metabolic processes that are independent of mineral metabolism. Circulating osteocalcin is present either as carboxylated or as undercarboxylated forms. Increased serum level of osteocalcin is linked with increased bone mineral density. The importance of the bone and ndash;kidney relation in physiologic regulation of mineral ion has also been extensively studied and documented. Several workers have uncovered the role of insulin as an additional factor involved in the skeletal remodelling process. Evidences are available which shows that osteoblastic insulin signalling is important for glucose metabolism. The measurement of OC in urine samples could be used as an index of bone turnover in monitoring bone metabolism. In this review, we have tried to explain different roles of OC, however further studies are required to elucidate the metabolic and hormonal role of OC in human body. [Int J Res Med Sci 2016; 4(9.000: 3670-3674

  2. Accelerated extracellular matrix turnover during exacerbations of COPD

    DEFF Research Database (Denmark)

    Sand, Jannie M B; Knox, Alan J; Lange, Peter

    2015-01-01

    BACKGROUND: Exacerbations of chronic obstructive pulmonary disease (COPD) contribute significantly to disease progression. However, the effect on tissue structure and turnover is not well described. There is an urgent clinical need for biomarkers of disease activity associated with disease...... progression. Extracellular matrix (ECM) turnover reflects activity in tissues and consequently assessment of ECM turnover may serve as biomarkers of disease activity. We hypothesized that the turnover of lung ECM proteins were altered during exacerbations of COPD. METHODS: 69 patients with COPD hospitalised......, respectively), and degradation of elastin (ELM7 and EL-NE) and versican (VCANM). RESULTS: Circulating levels of C3M, C4M, C6M, ELM7, and EL-NE were elevated during an exacerbation of COPD as compared to follow-up (all P

  3. Work-life balance, job satisfaction and turnover intention amongst ...

    African Journals Online (AJOL)

    Work-life balance, job satisfaction and turnover intention amongst information ... AFRICAN JOURNALS ONLINE (AJOL) · Journals · Advanced Search · USING ... White employees had signifi cantly stronger experiences of job satisfaction and ...

  4. Achilles tendinosis: Changes in biochemical composition and collagen turnover rate

    NARCIS (Netherlands)

    Mos, M. de; El, B. van; Groot, J. de; Jahr, H.; Schie, H.T.M. van; Arkel, E.R. van; Tol, H.; Heijboer, R.; Osch, G.J.V.M. van; Verhaar, J.A.N.

    2007-01-01

    Background: Understanding biochemical and structural changes of the extracellular matrix in Achilles tendinosis might be important for developing mechanism-based therapies. Hypothesis: In Achilles tendinosis, changes occur in biochemical composition and collagen turnover rate. Study Design: Descript

  5. Achilles tendinosis - Changes in biochemical composition and collagen turnover rate

    NARCIS (Netherlands)

    de Mos, Marieke; van El, Benno; DeGroot, Jeroen; Jahr, Holger; van Schie, Hans T. M.; van Arkel, Ewoud R.; Tol, Hans; Heijboer, Rien; van Osch, Gerjo J. V. M.; Verhaar, Jan A. N.

    2007-01-01

    Background: Understanding biochemical and structural changes of the extracellular matrix in Achilles tendinosis might be important for developing mechanism-based therapies. Hypothesis: In Achilles tendinosis, changes occur in biochemical composition and collagen turnover rate. Study Design: Descript

  6. Exposure to negative acts and risk of turnover

    DEFF Research Database (Denmark)

    Clausen, Thomas; Hansen, Jørgen V.; Høgh (Hogh), Annie;

    2016-01-01

    -year (instead of a 1-year) follow-up period the association between bullying and turnover remained statistically significant in office workers even after adjusting for depressive symptoms (OR 2.10, 95 % CI 1.17-3.76). We found no statistically significant associations between threats of violence......PURPOSE: To investigate whether self-reported exposure to negative acts in the workplace (bullying and threats of violence) predicted turnover in three occupational groups (human service and sales workers, office workers and manual workers). METHODS: Survey data on 2766 respondents were combined...... exposure to negative acts (bullying and threats of violence) and risk of turnover. When participants were stratified by occupational group and analyses were adjusted for age, gender, tenure and psychosocial working conditions, we found that exposure to bullying predicted risk of turnover in office workers...

  7. Regulation of endoplasmic reticulum turnover by selective autophagy

    NARCIS (Netherlands)

    Khaminets, Aliaksandr; Heinrich, Theresa; Mari, Muriel; Grumati, Paolo; Huebner, Antje K.; Akutsu, Masato; Liebmann, Lutz; Stolz, Alexandra; Nietzsche, Sandor; Koch, Nicole; Mauthe, Mario; Katona, Istvan; Qualmann, Britta; Weis, Joachim; Reggiori, Fulvio; Kurth, Ingo; Huebner, Christian A.; Dikic, Ivan

    2015-01-01

    The endoplasmic reticulum (ER) is the largest intracellular endomembrane system, enabling protein and lipid synthesis, ion homeostasis, quality control of newly synthesized proteins and organelle communication(1). Constant ER turnover and modulation is needed to meet different cellular requirements

  8. DAMPAK WORK FAMILY CONFLICT PEKERJA WANITA TERHADAP ABSEN DAN TURNOVER

    Directory of Open Access Journals (Sweden)

    Gendut Sukarno

    2005-01-01

    Full Text Available Penelitian ini bertujuan untuk menganalisis Model Konseptual Work Family Conflict dalam kaitannya dengan absen dan Turnover. Diharapkan dapat membantu Pimpinan perusahaan dalam mengelola konflik antar kepentingan perusahaan dan keluarga, agar tidak berdampak terhadap meningkatnya absensi dan turnover . Sampel dalam penelitian ini adalah karyawan wanita yang bekerja di 20 bank swasta di Surabaya sebagai responden sebanyak 150 orang. Teknik analisis yang digunakan  adalah Structural Equation Modeling [SEM] dengan program AMOS 4,0. Hasil pengujian menunjukkan bahwa faktor work-family conflict berpengaruh terhadap faktor absen tidak dapat diterima. Faktor work-family conflict berpengaruh terhadap faktor turnover tidak dapat diterima, serta faktor absen berpengaruh terhadap faktor turnover dapat diterima.

  9. Regulation of endoplasmic reticulum turnover by selective autophagy

    NARCIS (Netherlands)

    Khaminets, Aliaksandr; Heinrich, Theresa; Mari, Muriel; Grumati, Paolo; Huebner, Antje K; Akutsu, Masato; Liebmann, Lutz; Stolz, Alexandra; Nietzsche, Sandor; Koch, Nicole; Mauthe, Mario; Katona, Istvan; Qualmann, Britta; Weis, Joachim; Reggiori, Fulvio; Kurth, Ingo; Hübner, Christian A; Dikic, Ivan

    2015-01-01

    The endoplasmic reticulum (ER) is the largest intracellular endomembrane system, enabling protein and lipid synthesis, ion homeostasis, quality control of newly synthesized proteins and organelle communication. Constant ER turnover and modulation is needed to meet different cellular requirements and

  10. Regulation of endoplasmic reticulum turnover by selective autophagy

    NARCIS (Netherlands)

    Khaminets, Aliaksandr; Heinrich, Theresa; Mari, Muriel; Grumati, Paolo; Huebner, Antje K.; Akutsu, Masato; Liebmann, Lutz; Stolz, Alexandra; Nietzsche, Sandor; Koch, Nicole; Mauthe, Mario; Katona, Istvan; Qualmann, Britta; Weis, Joachim; Reggiori, Fulvio; Kurth, Ingo; Huebner, Christian A.; Dikic, Ivan

    2015-01-01

    The endoplasmic reticulum (ER) is the largest intracellular endomembrane system, enabling protein and lipid synthesis, ion homeostasis, quality control of newly synthesized proteins and organelle communication(1). Constant ER turnover and modulation is needed to meet different cellular requirements

  11. Achilles tendinosis: Changes in biochemical composition and collagen turnover rate

    NARCIS (Netherlands)

    Mos, M. de; El, B. van; Groot, J. de; Jahr, H.; Schie, H.T.M. van; Arkel, E.R. van; Tol, H.; Heijboer, R.; Osch, G.J.V.M. van; Verhaar, J.A.N.

    2007-01-01

    Background: Understanding biochemical and structural changes of the extracellular matrix in Achilles tendinosis might be important for developing mechanism-based therapies. Hypothesis: In Achilles tendinosis, changes occur in biochemical composition and collagen turnover rate. Study Design:

  12. Achilles tendinosis - Changes in biochemical composition and collagen turnover rate

    NARCIS (Netherlands)

    de Mos, Marieke; van El, Benno; DeGroot, Jeroen; Jahr, Holger; van Schie, Hans T. M.; van Arkel, Ewoud R.; Tol, Hans; Heijboer, Rien; van Osch, Gerjo J. V. M.; Verhaar, Jan A. N.

    Background: Understanding biochemical and structural changes of the extracellular matrix in Achilles tendinosis might be important for developing mechanism-based therapies. Hypothesis: In Achilles tendinosis, changes occur in biochemical composition and collagen turnover rate. Study Design:

  13. Report: Remedial Project Manager Turnover at Superfund Sites

    Science.gov (United States)

    Report #2001-M-000015, June 15, 2001. We determined that EPA Region III did not have formal procedures in place to mitigate continuity problems caused by turnover of EPA personnel in the Superfund program.

  14. Achilles tendinosis - Changes in biochemical composition and collagen turnover rate

    NARCIS (Netherlands)

    de Mos, Marieke; van El, Benno; DeGroot, Jeroen; Jahr, Holger; van Schie, Hans T. M.; van Arkel, Ewoud R.; Tol, Hans; Heijboer, Rien; van Osch, Gerjo J. V. M.; Verhaar, Jan A. N.

    2007-01-01

    Background: Understanding biochemical and structural changes of the extracellular matrix in Achilles tendinosis might be important for developing mechanism-based therapies. Hypothesis: In Achilles tendinosis, changes occur in biochemical composition and collagen turnover rate. Study Design: Descript

  15. Achilles tendinosis: Changes in biochemical composition and collagen turnover rate

    NARCIS (Netherlands)

    Mos, M. de; El, B. van; Groot, J. de; Jahr, H.; Schie, H.T.M. van; Arkel, E.R. van; Tol, H.; Heijboer, R.; Osch, G.J.V.M. van; Verhaar, J.A.N.

    2007-01-01

    Background: Understanding biochemical and structural changes of the extracellular matrix in Achilles tendinosis might be important for developing mechanism-based therapies. Hypothesis: In Achilles tendinosis, changes occur in biochemical composition and collagen turnover rate. Study Design: Descript

  16. Liquid Crystal Gel Reduces Age Spots by Promoting Skin Turnover

    OpenAIRE

    Mina Musashi; Ariella Coler-Reilly; Teruaki Nagasawa; Yoshiki Kubota; Satomi Kato; Yoko Yamaguchi

    2014-01-01

    Studies have shown that liquid crystals structurally resembling the intercellular lipids in the stratum corneum can beneficially affect the skin when applied topically by stimulating the skin’s natural regenerative functions and accelerating epidermal turnover. In the present study, the effects of applying low concentrations of a liquid crystal gel of our own creation were evaluated using epidermal thickening in mouse skin as an assay for effective stimulation of epidermal turnover. A liquid ...

  17. Employee turnover in a financial institution / van Zyl M.

    OpenAIRE

    Van Zyl, Marie-Antoinette

    2011-01-01

    With recognition of turnover as a financial issue increasing, companies are searching for strategies to confront the problem in ways that generate a good return on investment. Successfully managing turnover is a matter of understanding its costs, causes and cures. In service–oriented industries such as banking, people are considered among the most important assets of a firm. Forward–thinking banks are looking for ways to leverage people, along with processes and technology, to achieve their o...

  18. Quantifying Assemblage Turnover and Species Contributions at Ecologic Boundaries

    OpenAIRE

    Hayek,Lee-Ann C.; Brent Wilson

    2013-01-01

    Not all boundaries, whether stratigraphical or geographical, are marked by species-level changes in community composition. For example, paleodata for some sites do not show readily discernible glacial-interglacial contrasts. Rather, the proportional abundances of species can vary subtly between glacials and interglacials. This paper presents a simple quantitative measure of assemblage turnover (assemblage turnover index, ATI) that uses changes in species' proportional abundances to identify i...

  19. Diabetes, Biochemical Markers of Bone Turnover, Diabetes Control, and Bone

    OpenAIRE

    Starup-Linde, Jakob

    2013-01-01

    Diabetes mellitus is known to have late complications including micro vascular and macro vascular disease. This review focuses on another possible area of complication regarding diabetes; bone. Diabetes may affect bone via bone structure, bone density, and biochemical markers of bone turnover. The aim of the present review is to examine in vivo from humans on biochemical markers of bone turnover in diabetics compared to non-diabetics. Furthermore, the effect of glycemic control on bone marker...

  20. Selective brain cooling reduces water turnover in dehydrated sheep.

    Directory of Open Access Journals (Sweden)

    W Maartin Strauss

    Full Text Available In artiodactyls, arterial blood destined for the brain can be cooled through counter-current heat exchange within the cavernous sinus via a process called selective brain cooling. We test the hypothesis that selective brain cooling, which results in lowered hypothalamic temperature, contributes to water conservation in sheep. Nine Dorper sheep, instrumented to provide measurements of carotid blood and brain temperature, were dosed with deuterium oxide (D2O, exposed to heat for 8 days (40 ◦C for 6-h per day and deprived of water for the last five days (days 3 to 8. Plasma osmolality increased and the body water fraction decreased over the five days of water deprivation, with the sheep losing 16.7% of their body mass. Following water deprivation, both the mean 24h carotid blood temperature and the mean 24h brain temperature increased, but carotid blood temperature increased more than did brain temperature resulting in increased selective brain cooling. There was considerable inter-individual variation in the degree to which individual sheep used selective brain cooling. In general, sheep spent more time using selective brain cooling, and it was of greater magnitude, when dehydrated compared to when they were euhydrated. We found a significant positive correlation between selective brain cooling magnitude and osmolality (an index of hydration state. Both the magnitude of selective brain cooling and the proportion of time that sheep spent selective brain cooling were negatively correlated with water turnover. Sheep that used selective brain cooling more frequently, and with greater magnitude, lost less water than did conspecifics using selective brain cooling less efficiently. Our results show that a 50 kg sheep can save 2.6L of water per day (~60% of daily water intake when it employs selective brain cooling for 50% of the day during heat exposure. We conclude that selective brain cooling has a water conservation function in artiodactyls.

  1. Plant species persistence and turnover on small Bahamian islands.

    Science.gov (United States)

    Morrison, Lloyd W

    2003-06-01

    I conducted surveys of the plant species occupying 136 small islands in the Exuma Cays and 58 small islands near Andros, Bahamas. Most species occurred on relatively few islands, and most islands contained relatively few species. Identities of the most common species differed between the two archipelagos. Comparisons with earlier surveys revealed species extinctions and immigrations. Turnover was relatively low on both a per island and a per species basis on both archipelagos, although significant spatial variation in turnover rates between archipelagos was found. Most islands experienced no turnover; islands on which turnover did occur were larger and had higher species richness. Likewise, most species did not turnover, although much variation existed in turnover rates among those that did. Experimental introductions of two species to very small islands naturally devoid of vegetation revealed that these islands could support plant life. One species survived on eight of ten islands for >9 years, including the effects of a moderate (class 2) hurricane. This hurricane caused substantial damage and loss of plant biomass, but resulted in no species extinctions on 30 small islands. Data for the small islands in this region, now spanning almost a decade, reveal that most populations are persistent over periods of years to decades, rarely going extinct or immigrating. Even moderate hurricanes seem to have little impact on species compositions.

  2. Long-period astronomical forcing of mammal turnover.

    Science.gov (United States)

    van Dam, Jan A; Abdul Aziz, Hayfaa; Alvarez Sierra, M Angeles; Hilgen, Frederik J; van den Hoek Ostende, Lars W; Lourens, Lucas J; Mein, Pierre; van der Meulen, Albert J; Pelaez-Campomanes, Pablo

    2006-10-12

    Mammals are among the fastest-radiating groups, being characterized by a mean species lifespan of the order of 2.5 million years (Myr). The basis for this characteristic timescale of origination, extinction and turnover is not well understood. Various studies have invoked climate change to explain mammalian species turnover, but other studies have either challenged or only partly confirmed the climate-turnover hypothesis. Here we use an exceptionally long (24.5-2.5 Myr ago), dense, and well-dated terrestrial record of rodent lineages from central Spain, and show the existence of turnover cycles with periods of 2.4-2.5 and 1.0 Myr. We link these cycles to low-frequency modulations of Milankovitch oscillations, and show that pulses of turnover occur at minima of the 2.37-Myr eccentricity cycle and nodes of the 1.2-Myr obliquity cycle. Because obliquity nodes and eccentricity minima are associated with ice sheet expansion and cooling and affect regional precipitation, we infer that long-period astronomical climate forcing is a major determinant of species turnover in small mammals and probably other groups as well.

  3. Monopoly, employment and wages

    OpenAIRE

    2002-01-01

    This paper shows that monopoly in the capital equipment market results in higher productivity and wages but lower employment in comparison with the benchmark of competition. The combined effect on workers' welfare is negative, for expected earnings (defined as the product of the probability of employment and the wage earned when employed) are lowered. Indeed, low skill workers suffer relatively greater declines in employment and expected earnings. Furthermore, the employment and expected earn...

  4. International Migration and Labour Turnover: Workers’ Agency in the Construction Sector of Russia and Italy

    Directory of Open Access Journals (Sweden)

    Claudio Morrison

    2013-11-01

    Full Text Available This article focuses on migrant workers’ agency through exploring the relationship between working and employment conditions, on one side, and labour mobility, on the other. The study is based on qualitative research involving workers from Moldova and Ukraine working in the Russian and Italian construction sector. Fieldwork has been carried out in Russia, Italy and Moldova to investigate informal networks, recruitment mechanisms and employment conditions to establish their impact on migration processes. Overcoming methodological nationalism, this study recognises transnational spaces as the new terrain where antagonistic industrial relations are rearticulated. Labour turnover is posited as a key explanatory factor and understood not simply as the outcome of capital recruitment strategies but also as workers’ agency.

  5. A case study into labour turnover within an NHS Trust.

    Science.gov (United States)

    Bamford, David; Hall, Catherine

    2007-02-01

    This paper investigates turnover in a British NHS Trust, to find out why staff left and whether factors identified in the literature with regards to improving turnover were pertinent to the organization. The research also investigated staff groups with high turnover--staff with less than 12 months service, and the unqualified nursing staff group--to ascertain whether there were any reasons for leaving or areas of dissatisfaction particular to these groups. The outcomes of the research complied with much of the published research with some interesting differences. The main reasons for leaving were identified as moving house, promotion or career development and taking up education and training opportunities elsewhere. There was no evidence of 'level of pay', commonly given as a significant influence behind turnover, as a reason for leaving. It was also found that the retention strategies identified in the published research were mainly applicable to the research, with evidence to support the improvement of line management skills, training and development, career development, appraisal, communications and induction in order to reduce turnover. There was less evidence for introducing work-life balance policies, improving communications, pay and working relationships as retention strategies. Recommendations for future management of labour turnover within the NHS Trust and elsewhere are made, with observations about the validity of some existing models. The core contribution of this research is in adding to the body of knowledge about labour turnover issues. This is of value to those working in the UK health-care and wider public sector. Specific recommendations for future research are made.

  6. Effect of epimedium pubescen flavonoid on bone mineral status and bone turnover in male rats chronically exposed to cigarette smoke

    Directory of Open Access Journals (Sweden)

    Gao Shu-guang

    2012-06-01

    Full Text Available Abstract Background Epimedii herba is one of the most frequently used herbs in formulas that are prescribed for the treatment of osteoporosis in China and its main constituent is Epimedium pubescen flavonoid (EPF. However, it is unclear whether EPF during chronic exposure to cigarette smoke may have a protective influence on the skeleton. The present study investigated the effect of EPF on bone mineral status and bone turnover in a rat model of human relatively high exposure to cigarette smoke. Methods Fifty male Wistar rats were randomized into five groups: controls, passive smoking groups and passive smoking rats administered EPF at three dosage levels (75, 150 or 300 mg/kg/day in drinking water for 4 months. A rat model of passive smoking was prepared by breeding male rats in a cigarette-smoking box. Bone mineral content (BMC, bone mineral density (BMD, bone turnover markers, bone histomorphometric parameters and biomechanical properties were examined. Results Smoke exposure decreased BMC and BMD, increased bone turnover (inhibited bone formation and stimulated its resorption, affected bone histomorphometry (increased trabecular separation and osteoclast surface per bone surface; decreased trabecular bone volume, trabecular thickness, trabecular number, cortical thickness, bone formation rate and osteoblast surface per bone surface, and reduced mechanical properties. EPF supplementation during cigarette smoke exposure prevented smoke-induced changes in bone mineral status and bone turnover. Conclusion The results suggest that EPF can prevent the adverse effects of smoke exposure on bone by stimulating bone formation and inhibiting bone turnover and bone resorption.

  7. Myofibrillar protein turnover: the proteasome and the calpains.

    Science.gov (United States)

    Goll, D E; Neti, G; Mares, S W; Thompson, V F

    2008-04-01

    Metabolic turnover of myofibrillar proteins in skeletal muscle requires that, before being degraded to AA, myofibrillar proteins be removed from the myofibril without disrupting the ability of the myofibril to contract and develop tension. Skeletal muscle contains 4 proteolytic systems in amounts such that they could be involved in metabolic protein turnover: 1) the lysosomal system, 2) the caspase system, 3) the calpain system, and 4) the proteasome. The catheptic proteases in lysosomes are not active at the neutral pH of the cell cytoplasm, so myofibrillar proteins would have to be degraded inside lysosomes if the lysosomal system were involved. Lysosomes could not engulf a myofibril without destroying it, so the lysosomal system is not involved to a significant extent in metabolic turnover of myofibrillar proteins. The caspases are not activated until initiation of apoptosis, and, therefore, it is unlikely that the caspases are involved to a significant extent in myofibrillar protein turnover. The calpains do not degrade proteins to AA or even to small peptides and do not catalyze bulk degradation of the sarcoplasmic proteins, so they cannot be the only proteolytic system involved in myofibrillar protein turnover. Research during the past 20 yr has shown that the proteasome is responsible for 80 to 90% of total intracellular protein turnover, but the proteasome degrades peptide chains only after they have been unfolded, so that they can enter the catalytic chamber of the proteasome. Thus, although the proteasome can degrade sarcoplasmic proteins, it cannot degrade myofibrillar proteins until they have been removed from the myofibril. It remains unclear how this removal is done. The calpains degrade those proteins that are involved in keeping the myofibrillar proteins assembled in myofibrils, and it was proposed over 30 yr ago that the calpains initiated myofibrillar protein turnover by disassembling the outer layer of proteins from the myofibril and releasing

  8. Turnover of recently assimilated carbon in arctic bryophytes.

    Science.gov (United States)

    Street, L E; Subke, J A; Sommerkorn, M; Heinemeyer, A; Williams, M

    2011-10-01

    Carbon (C) allocation and turnover in arctic bryophytes is largely unknown, but their response to climatic change has potentially significant impacts on arctic ecosystem C budgets. Using a combination of pulse-chase experiments and a newly developed model of C turnover in bryophytes, we show significant differences in C turnover between two contrasting arctic moss species (Polytrichum piliferum and Sphagnum fuscum). (13)C abundance in moss tissues (measured up to 1 year) and respired CO(2) (traced over 5 days) were used to parameterise the bryophyte C model with four pools representing labile and structural C in photosynthetic and stem tissue. The model was optimised using an Ensemble Kalman Filter to ensure a focus on estimating the confidence intervals (CI) on model parameters and outputs. The ratio of aboveground NPP:GPP in Polytrichum piliferum was 23% (CI 9-35%), with an average turnover time of 1.7 days (CI 1.1-2.5 days). The aboveground NPP:GPP ratio in Sphagnum fuscum was 43% (CI 19-65%) with an average turnover time of 3.1 days (CI 1.6-6.1 days). These results are the first to show differences in C partitioning between arctic bryophyte species in situ and highlight the importance of modelling C dynamics of this group separately from vascular plants for a realistic representation of vegetation in arctic C models.

  9. [Cost of nursing turnover in a Teaching Hospital].

    Science.gov (United States)

    Ruiz, Paula Buck de Oliveira; Perroca, Marcia Galan; Jericó, Marli de Carvalho

    2016-02-01

    To map the sub processes related to turnover of nursing staff and to investigate and measure the nursing turnover cost. This is a descriptive-exploratory study, classified as case study, conducted in a teaching hospital in the southeastern, Brazil, in the period from May to November 2013. The population was composed by the nursing staff, using Nursing Turnover Cost Calculation Methodology. The total cost of turnover was R$314.605,62, and ranged from R$2.221,42 to R$3.073,23 per employee. The costs of pre-hire totaled R$101.004,60 (32,1%), and the hiring process consumed R$92.743,60 (91.8%) The costs of post-hire totaled R$213.601,02 (67,9%), for the sub process decreased productivity, R$199.982,40 (93.6%). The study identified the importance of managing the cost of staff turnover and the financial impact of the cost of the employee termination, which represented three times the average salary of the nursing staff.

  10. Cost of nursing turnover in a Teaching Hospital

    Directory of Open Access Journals (Sweden)

    Paula Buck de Oliveira Ruiz

    2016-02-01

    Full Text Available Abstract OBJECTIVE To map the sub processes related to turnover of nursing staff and to investigate and measure the nursing turnover cost. METHOD This is a descriptive-exploratory study, classified as case study, conducted in a teaching hospital in the southeastern, Brazil, in the period from May to November 2013. The population was composed by the nursing staff, using Nursing Turnover Cost Calculation Methodology. RESULTS The total cost of turnover was R$314.605,62, and ranged from R$2.221,42 to R$3.073,23 per employee. The costs of pre-hire totaled R$101.004,60 (32,1%, and the hiring process consumed R$92.743,60 (91.8% The costs of post-hire totaled R$213.601,02 (67,9%, for the sub process decreased productivity, R$199.982,40 (93.6%. CONCLUSION The study identified the importance of managing the cost of staff turnover and the financial impact of the cost of the employee termination, which represented three times the average salary of the nursing staff.

  11. Anaerobic Nitrogen Turnover by Sinking Diatom Aggregates at Varying Ambient Oxygen Levels

    Directory of Open Access Journals (Sweden)

    Peter eStief

    2016-02-01

    Full Text Available In the world’s oceans, even relatively low oxygen (O2 levels inhibit anaerobic nitrogen cycling by free-living microbes. Sinking organic aggregates, however, might provide oxygen-depleted microbial hotspots in otherwise oxygenated surface waters. Here we show that sinking diatom aggregates can host anaerobic nitrogen cycling at ambient O2 levels well above the hypoxic threshold. Aggregates were produced from the ubiquitous diatom Skeletonema marinoi and the natural microbial community of seawater. Microsensor profiling through the center of sinking aggregates revealed internal anoxia at ambient 40% air saturation (~100 µmol O2 L-1 and below. Accordingly, anaerobic nitrate turnover inside the aggregates was evident within this range of ambient O2 levels. In incubations with 15N-labeled nitrate, individual Skeletonema aggregates produced NO2- (up to 10.7 nmol N h-1 per aggregate, N2 (up to 7.1 nmol N h-1, NH4+ (up to 2.0 nmol N h-1, and N2O (up to 0.2 nmol N h-1. Intriguingly, nitrate stored inside the diatom cells served as an additional, internal nitrate source for N2 production, which may partially uncouple anaerobic nitrate turnover by diatom aggregates from direct ambient nitrate supply. Sinking diatom aggregates can contribute directly to fixed-nitrogen loss in low-oxygen environments in the ocean and vastly expand the ocean volume in which anaerobic nitrogen turnover is possible, despite relatively high ambient O2 levels. Depending on the extent of intracellular nitrate consumption during the sinking process, diatom aggregates may also be involved in the long-distance export of nitrate to the deep ocean.

  12. Anterior cingulate dopamine turnover and behavior change in Parkinson’s disease

    Science.gov (United States)

    Gallagher, Catherine L; Bell, Brian; Palotti, Matthew; Oh, Jen; Christian, Bradley T.; Okonkwo, Ozioma; Sojkova, Jitka; Buyan-Dent, Laura; Nickles, Robert J.; Harding, Sandra J.; Stone, Charles K.; Johnson, Sterling C.; Holden, James E.

    2015-01-01

    Subtle cognitive and behavioral changes are common in early Parkinson’s disease. The cause of these symptoms is probably multifactorial but may in part be related to extra-striatal dopamine levels. 6-[18F]-Fluoro-L-dopa (FDOPA) positron emission tomography has been widely used to quantify dopamine metabolism in the brain; the most frequently measured kinetic parameter is the tissue uptake rate constant, Ki. However, estimates of dopamine turnover, which also account for the small rate of FDOPA loss from areas of specific trapping, may be more sensitive than Ki for early disease-related changes in dopamine biosynthesis. The purpose of the present study was to compare effective distribution volume ratio (eDVR), a metric for dopamine turnover, to cognitive and behavioral measures in Parkinson’s patients. We chose to focus the investigation on anterior cingulate cortex, which shows highest FDOPA uptake within frontal regions and has known roles in executive function. 15 Non-demented early-stage PD patients were pretreated with carbidopa and tolcapone, a central catechol-O-methyl transferase (COMT) inhibitor and then underwent extended imaging with FDOPA PET. Anterior cingulate eDVR was compared with composite scores for language, memory, and executive function measured by neuropsychological testing, and behavior change measured using two informant-based questionnaires, the Cambridge Behavioral Inventory and the Behavior Rating Inventory of Executive Function- Adult Version. Lower mean eDVR (thus higher dopamine turnover) in anterior cingulate cortex was related to lower (more impaired) behavior scores. We conclude that subtle changes in anterior cingulate dopamine metabolism may contribute to dysexecutive behaviors in Parkinson’s disease. PMID:25511521

  13. Employment and winter construction

    DEFF Research Database (Denmark)

    Hansen, Ernst Jan de Place; Larsen, Jacob Norvig

    2011-01-01

    possibilities exist for reducing seasonal variation in employment? In addition to a literature review related to winter construction, European and national employment and meteorological data were studied. Finally, ministerial acts, ministerial orders or other public policy documents related to winter...

  14. Graduate Identity and Employability

    Science.gov (United States)

    Hinchliffe, Geoffrey William; Jolly, Adrienne

    2011-01-01

    This paper develops the concept of graduate identity as a way of deepening the understanding of graduate employability. It does this through presenting research in which over 100 employers in East Anglia were asked to record their perceptions of graduates in respect of their employability. The findings suggest a composite and complex graduate…

  15. Institutionalized Employer Collective Action

    DEFF Research Database (Denmark)

    Ibsen, Christian Lyhne; Navrbjerg, Steen Erik

    2016-01-01

    Recent studies show that employer associations continue to exist in new ways despite internationalisation of the economy, liberalisation of markets and the decline of trade unions. This paradox raises two questions regarding EOs in today’s labour markets: Which employers join employer association...

  16. Firm-level innovation activity, employee turnover and HRM practices

    DEFF Research Database (Denmark)

    Eriksson, Tor; Qin, Zhihua; Wang, Wenjing

    2014-01-01

    This paper examines the relationship between employee turnover, HRM practices and innovation in Chinese firms in five high technology sectors. We estimate hurdle negative binomial models for count data on survey data allowing for analyses of the extensive as well as intensive margins of firms....... Innovating firms are more likely to have adopted high performance HRM practices, and the impact of employee turnover varies with the number of HRM practices implemented by the firm......' innovation activities. Innovation is measured both by the number of ongoing projects and new commercialized products. The results show that higher R&D employee turnover is associated with a higher probability of being innovative, but decreases the intensity of innovation activities in innovating firms...

  17. Decay times in turnover statistics of single enzymes

    CERN Document Server

    Lindén, Martin

    2008-01-01

    The first passage times for enzymatic turnovers in non-equilibrium steady state display a statistical symmetry property related to non-equilibrium fluctuation theorems, that makes it possible to extract the chemical driving force from single molecule trajectories in non-equilibrium steady state. Below, we show that this system violates the general expectation that the number of decay constants needed to fit a first passage time distribution reflects the number of states in the escape problem. In fact, the structure of the kinetic mechanism makes half of the decay times vanish identically from the turnover time distribution. The terms that cancel out correspond to the eigenvalues of a certain sub-matrix of the master equation matrix for the first exit time problem. We discuss how these results make modeling and data analysis easier for such systems, and how the turnovers can be measured.

  18. No turnover in lens lipids for the entire human lifespan.

    Science.gov (United States)

    Hughes, Jessica R; Levchenko, Vladimir A; Blanksby, Stephen J; Mitchell, Todd W; Williams, Alan; Truscott, Roger J W

    2015-03-11

    Lipids are critical to cellular function and it is generally accepted that lipid turnover is rapid and dysregulation in turnover results in disease (Dawidowicz 1987; Phillips et al., 2009; Liu et al., 2013). In this study, we present an intriguing counter-example by demonstrating that in the center of the human ocular lens, there is no lipid turnover in fiber cells during the entire human lifespan. This discovery, combined with prior demonstration of pronounced changes in the lens lipid composition over a lifetime (Hughes et al., 2012), suggests that some lipid classes break down in the body over several decades, whereas others are stable. Such substantial changes in lens cell membranes may play a role in the genesis of age-related eye disorders. Whether long-lived lipids are present in other tissues is not yet known, but this may prove to be important in understanding the development of age-related diseases.

  19. Quality of Working Life: An Antecedent to Employee Turnover Intention

    Science.gov (United States)

    Mosadeghrad, Ali Mohammad

    2013-01-01

    Background: The purpose of this study was to measure the level of quality of work life (QWL) among hospital employees in Iran. Additionally, it aimed to identify the factors that are critical to employees’ QWL. It also aimed to test a theoretical model of the relationship between employees’ QWL and their intention to leave the organization. Methods: A survey study was conducted based on a sample of 608 hospital employees using a validated questionnaire. Face, content and construct validity were conducted on the survey instrument. Results: Hospital employees reported low QWL. Employees were least satisfied with pay, benefits, job promotion, and management support. The most important predictor of QWL was management support, followed by job proud, job security and job stress. An inverse relationship was found between employees QWL and their turnover intention. Conclusion: This study empirically examined the relationships between employees’ QWL and their turnover intention. Managers can take appropriate actions to improve employees’ QWL and subsequently reduce employees’ turnover. PMID:24596835

  20. Human turnover dynamics during sleep: Statistical behavior and its modeling

    Science.gov (United States)

    Yoneyama, Mitsuru; Okuma, Yasuyuki; Utsumi, Hiroya; Terashi, Hiroo; Mitoma, Hiroshi

    2014-03-01

    Turnover is a typical intermittent body movement while asleep. Exploring its behavior may provide insights into the mechanisms and management of sleep. However, little is understood about the dynamic nature of turnover in healthy humans and how it can be modified in disease. Here we present a detailed analysis of turnover signals that are collected by accelerometry from healthy elderly subjects and age-matched patients with neurodegenerative disorders such as Parkinson's disease. In healthy subjects, the time intervals between consecutive turnover events exhibit a well-separated bimodal distribution with one mode at ⩽10 s and the other at ⩾100 s, whereas such bimodality tends to disappear in neurodegenerative patients. The discovery of bimodality and fine temporal structures (⩽10 s) is a contribution that is not revealed by conventional sleep recordings with less time resolution (≈30 s). Moreover, we estimate the scaling exponent of the interval fluctuations, which also shows a clear difference between healthy subjects and patients. We incorporate these experimental results into a computational model of human decision making. A decision is to be made at each simulation step between two choices: to keep on sleeping or to make a turnover, the selection of which is determined dynamically by comparing a pair of random numbers assigned to each choice. This decision is weighted by a single parameter that reflects the depth of sleep. The resulting simulated behavior accurately replicates many aspects of observed turnover patterns, including the appearance or disappearance of bimodality and leads to several predictions, suggesting that the depth parameter may be useful as a quantitative measure for differentiating between normal and pathological sleep. These findings have significant clinical implications and may pave the way for the development of practical sleep assessment technologies.

  1. Public schools’ characteristics and teacher turnover in Oman

    Directory of Open Access Journals (Sweden)

    Khairuddin Idris

    2013-10-01

    Full Text Available Teachers are the backbone of the educational systems and their turnover may threaten the whole educational system in any country. In Oman, teacher turnover is a neglected area of study and this article may help in shedding some light on teacher turnover phenomenon in Oman. The purpose of this study is to investigate the influence of school characteristics (e.g., school size, gender, time-shift, education type, and school location on the turnover intentions of teachers in public schools in Oman. Survey questionnaires were used to collect data from 214 public schools in Oman. 142 schools from all educational regions in Oman were participated in this study. Data analyses tools for this study were descriptive statistics such as mean and standard deviation, in addition to independents t-test and analysis of variance. The study revealed that teacher intentions to transfer to other schools are influenced by almost all the studied school characteristics. Policy makers and human resource recruiters in Ministry of Education should be aware of teachers’ preferences for certain schools to avoid teachers’ shortage in non-preferred schools. Further studies about the influence of school time-shift and teachers’ intentions to quit or transfer are needed to affirm the results in this study. This is the first study about the influence of school characteristics on teacher turnover in public schools in Oman. Thus, the value of this study stems from the uniqueness of this study which may serve as an eye opening indicator about teacher turnover in Oman.

  2. Human turnover dynamics during sleep: statistical behavior and its modeling.

    Science.gov (United States)

    Yoneyama, Mitsuru; Okuma, Yasuyuki; Utsumi, Hiroya; Terashi, Hiroo; Mitoma, Hiroshi

    2014-03-01

    Turnover is a typical intermittent body movement while asleep. Exploring its behavior may provide insights into the mechanisms and management of sleep. However, little is understood about the dynamic nature of turnover in healthy humans and how it can be modified in disease. Here we present a detailed analysis of turnover signals that are collected by accelerometry from healthy elderly subjects and age-matched patients with neurodegenerative disorders such as Parkinson's disease. In healthy subjects, the time intervals between consecutive turnover events exhibit a well-separated bimodal distribution with one mode at ⩽10 s and the other at ⩾100 s, whereas such bimodality tends to disappear in neurodegenerative patients. The discovery of bimodality and fine temporal structures (⩽10 s) is a contribution that is not revealed by conventional sleep recordings with less time resolution (≈30 s). Moreover, we estimate the scaling exponent of the interval fluctuations, which also shows a clear difference between healthy subjects and patients. We incorporate these experimental results into a computational model of human decision making. A decision is to be made at each simulation step between two choices: to keep on sleeping or to make a turnover, the selection of which is determined dynamically by comparing a pair of random numbers assigned to each choice. This decision is weighted by a single parameter that reflects the depth of sleep. The resulting simulated behavior accurately replicates many aspects of observed turnover patterns, including the appearance or disappearance of bimodality and leads to several predictions, suggesting that the depth parameter may be useful as a quantitative measure for differentiating between normal and pathological sleep. These findings have significant clinical implications and may pave the way for the development of practical sleep assessment technologies.

  3. Work climate perception and turnover intention among Korean hospital staff.

    Science.gov (United States)

    Hwang, J-I; Chang, H

    2009-03-01

    To examine the impact of work climate perception (WCP) on turnover intention among public hospital personnel in Korea. With increased competition and high staff turnover in hospitals, managers focus on human resource management. Positive work climate is considered as a strategy to retain valued staff, but previous studies have shown occupationally different relationships between turnover intention and work environment characteristics as perceived by staff. A cross-sectional questionnaire survey was conducted of employees (n = 852) in four public hospitals in Korea to gather information about WCP, intention to leave and demographics. The work climate was measured by 32 items categorized into 13 factors in five dimensions. For each occupation, logistic regression analyses were performed to determine the significant factors of WCP that influenced turnover intention. Positive WCP inversely influenced turnover intention. For all occupations, the most significant factor was 'workgroup friendliness and warmth' (OR = 0.01-0.21). For the nursing group, an additional significant factor was 'adherence to job standard' (OR = 0.63). In contrast, there were different significant factors for other hospital staff: 'workgroup esprit de corps' (OR = 0.16) and 'role clarity' (OR = 0.19) for physicians, 'adherence to job standard' (OR = 3.08) and 'role adaptation' (OR = 2.23) for paramedicals, and 'flexibility and innovation' (OR = 0.14) and 'interdepartmental cooperation' (OR = 0.19) for administrators. Nurses with perceptions of work climate emphasizing 'workgroup friendliness and warmth' and 'adherence to job standard' had lower turnover intention. Physicians, paramedicals and administrators have different WCPs. To retain qualified personnel, hospitals should focus on human relations, maintaining a consideration for occupation-specific characteristics.

  4. Nonlicensed employee turnover in a long-term care facility.

    Science.gov (United States)

    Gaddy, T; Bechtel, G A

    1995-06-01

    The purpose of this study was to analyze nonlicensed employee turnover in a long-term care facility using Maslow's hierarchy of needs as a framework. During exit interviews, a convenience sample of 34 employees completed an attitudes and beliefs survey regarding their work environment. Findings were mixed; 39.6 percent of the employees stated positive personal relationships were a strength of the organization, although 24.3 percent resigned because of personal/staff conflicts. Financial concerns were not a major factor in their resignations. The study suggests that decreasing nonlicensed employee stress and increasing their personal satisfaction with patient care may decrease employee turnover.

  5. Lanthanum carbonate stimulates bone formation in a rat model of renal insufficiency with low bone turnover.

    Science.gov (United States)

    Fumoto, Toshio; Ito, Masako; Ikeda, Kyoji

    2014-09-01

    Control of phosphate is important in the management of chronic kidney disease with mineral and bone disorder (CKD-MBD), for which lanthanum carbonate, a non-calcium phosphate-binding agent, has recently been introduced; however, it remains to be determined whether it has any beneficial or deleterious effect on bone remodeling. In the present study, the effects of lanthanum carbonate were examined in an animal model that mimics low turnover bone disease in CKD, i.e., thyroparathyroidectomized (TPTX) and 5/6 nephrectomized (NX) rats undergoing a constant infusion of parathyroid hormone (PTH) and thyroxine injections (TPTX-PTH-5/6NX). Bone histomorphometry at the second lumbar vertebra and tibial metaphysis revealed that both bone formation and resorption were markedly suppressed in the TPTX-PTH-5/6NX model compared with the sham-operated control group, and treatment with lanthanum carbonate was associated with the stimulation of bone formation but not an acceleration of bone resorption. Lanthanum treatment caused a robust stimulation of bone formation with an activation of osteoblasts on the endosteal surface of femoral diaphysis, leading to an increase in cortical bone volume. Thus, lanthanum carbonate has the potential to stimulate bone formation in cases of CKD-MBD with suppressed bone turnover.

  6. Turnover rate of cerebrospinal fluid in female sheep: changes related to different light-dark cycles

    Directory of Open Access Journals (Sweden)

    Malpaux Benoit

    2009-08-01

    Full Text Available Abstract Background Sheep are seasonal breeders. The key factor governing seasonal changes in the reproductive activity of the ewe is increased negative feedback of estradiol at the level of the hypothalamus under long-day conditions. It has previously been demonstrated that when gonadotropin secretions are inhibited during long days, there is a higher concentration of estradiol in the cerebrospinal fluid (CSF than during short days. This suggests an involvement of the CSF and choroid plexus in the neuroendocrine regulatory loop, but the mechanisms underlying this phenomenon remain unknown. One possible explanation of this difference in hormonal content is an effect of concentration or dilution caused by variations in CSF secretion rate. The aim of this study was thus to investigate changes in the CSF turnover rate related to light-dark cycles. Methods The turnover rate of the CSF was estimated by measuring the time taken for the recovery of intraventricular pressure (IVP after removal of a moderate volume (0.5 to 2 ml of CSF (slope in mmHg/min. The turnover rate was estimated three times in the same group of sheep: during a natural period of decreasing day-length corresponding to the initial period when gonadotropin activity is stimulated (SG1, during a long-day inhibitory period (IG, and finally during a short-day stimulatory period (SG2. Results The time taken and the speed of recovery of initial IVP differed between groups: 8 min 30 sec, 0.63 ± 0.07 mmHg/min(SG1, 11 min 1 sec, 0.38 ± 0.06 mmHg/min (IG and 9 min 0 sec, 0.72 ± 0.15 mmHg/min (SG2. Time changes of IVP differed between groups (ANOVA, p p p = 0.41, but was significantly different from IG: 71.33 ± 16.59 μl/min (p = 0.016. Conclusion This study shows that the turnover rate of CSF in ewes changes according to the light-dark cycle; it is increased during short day periods and reduced in long day periods. This phenomenon could account for differences in hormonal concentrations in

  7. Work engagement: Individual and situational antecedents and its relationship with turnover intention

    Directory of Open Access Journals (Sweden)

    Lucia Barbosa de Oliveira

    2017-07-01

    Full Text Available Purpose – The aim of the study was to analyze individual and situational antecedents of work engagement. More specifically, we propose that engagement is influenced by individual differences, measured by a construct called core self-evaluations, by human resourcemanagement practices, and by leader-member exchange quality.Moreover, we investigate the relationship between engagement and turnover intention. Design/methodology/approach – The hypotheses were tested through multiple regression analysis with a sample of 299 professionals employed by public and private organizations of different sizes and sectors of the Brazilian economy. Findings – All hypotheses were confirmed. More specifically, work engagement was positive and significantly related to participants’ core self-evaluations, human resource management practices, and leadermember exchange quality. A negative and significant relationship between engagement and turnover intention was also found. Originality/value – Results showed that both HR practices and leader-member exchange quality can influence employee engagement, highlighting the importance of investments in these fields. Since engagement was also associated with individual differences, establishing an engaged workforce might require selection strategies that privilege employees who are more positive about themselves.

  8. Constitutive turnover of histone H2A.Z at yeast promoters requires the preinitiation complex.

    Science.gov (United States)

    Tramantano, Michael; Sun, Lu; Au, Christy; Labuz, Daniel; Liu, Zhimin; Chou, Mindy; Shen, Chen; Luk, Ed

    2016-07-20

    The assembly of the preinitiation complex (PIC) occurs upstream of the +1 nucleosome which, in yeast, obstructs the transcription start site and is frequently assembled with the histone variant H2A.Z. To understand the contribution of the transcription machinery in the disassembly of the +1 H2A.Z nucleosome, conditional mutants were used to block PIC assembly. A quantitative ChIP-seq approach, which allows detection of global occupancy change, was employed to measure H2A.Z occupancy. Blocking PIC assembly resulted in promoter-specific H2A.Z accumulation, indicating that the PIC is required to evict H2A.Z. By contrast, H2A.Z eviction was unaffected upon depletion of INO80, a remodeler previously reported to displace nucleosomal H2A.Z. Robust PIC-dependent H2A.Z eviction was observed at active and infrequently transcribed genes, indicating that constitutive H2A.Z turnover is a general phenomenon. Finally, sites with strong H2A.Z turnover precisely mark transcript starts, providing a new metric for identifying cryptic and alternative sites of initiation.

  9. Pay at Risk: Compensation and Employment Risk in the United States and Canada.

    Science.gov (United States)

    Turner, John A., Ed.

    This document's seven papers examine compensation and employment risk in the United States and Canada. "Introduction" (John A. Turner) discusses compensation risk bearing in labor markets. "Wage and Job Risk for Workers" (John A. Turner) explores the problems of macroeconomic instability, job turnover, job and earnings…

  10. Volume Entropy

    CERN Document Server

    Astuti, Valerio; Rovelli, Carlo

    2016-01-01

    Building on a technical result by Brunnemann and Rideout on the spectrum of the Volume operator in Loop Quantum Gravity, we show that the dimension of the space of the quadrivalent states --with finite-volume individual nodes-- describing a region with total volume smaller than $V$, has \\emph{finite} dimension, bounded by $V \\log V$. This allows us to introduce the notion of "volume entropy": the von Neumann entropy associated to the measurement of volume.

  11. Exploring correlates of turnover among nursing assistants in the National Nursing Home Survey.

    Science.gov (United States)

    Temple, April; Dobbs, Debra; Andel, Ross

    2011-01-01

    High turnover of nursing assistants (NAs) has implications for the quality of nursing home care. Greater understanding of correlates of NA turnover is needed to provide insight into possible retention strategies. This study examined nursing home organizational characteristics and specific job characteristics of staff in relation to turnover of NAs. Cross-sectional data on 944 nationally representative nursing homes were derived from the 2004 National Nursing Home Survey. Using a 3-month turnover rate, 25% of the facilities with the lowest turnover rates were classified as low turnover, 25% of the facilities with the highest turnover were classified as high turnover, and the remaining 50% of the facilities were classified as moderate turnover. Multinomial logistic regression was used to examine organizational and job characteristics associated with low and high turnover compared with moderate turnover. One organizational characteristic, staffing levels at or greater than 4.0 hours per patient day, was associated with greater odds of low NA turnover and reduced odds of high NA turnover. Job characteristics including higher wages and union membership were associated with greater odds of low NA turnover, whereas wages, fully paid health insurance, employee assistance benefits, and involvement in resident care planning were associated with reduced odds of high NA turnover. The results of this study suggest that job characteristics of NA staff may be particularly important for turnover. Specifically, the provision of competitive wages and benefits (particularly health insurance) and involvement of NAs in resident care planning could potentially reduce NA turnover, as could maintaining high levels of nurse staffing.

  12. Information Literacy and Employability

    OpenAIRE

    O'Keeffe, Colin

    2016-01-01

    Information Literacy (IL) and its relationship to third level graduates’ employability has gained more attention in recent years. This article examines how IL has evolved from skills initially associated with academic libraries into a key workplace skill set of the knowledge economy. It outlines the challenges interviewees encounter when selling IL to employers, how IL can be utilised when preparing for upcoming interviews and suggests a distinction between workplace IL and employability IL. ...

  13. Reducing employee turnover through customer contact center job quality

    NARCIS (Netherlands)

    Aa, van der Z.; Bloemer, J.; Henseler, J.

    2012-01-01

    Despite the rapid growth of customer contact centers (CCCs), high-quality jobs for employees of such centers remain a challenge, as evidenced by the high employee turnover rates in this industry. This study, therefore, conceptualizes and operationalizes a CCC job quality construct to determine its i

  14. Bibliography of Military and Non-Military Personnel Turnover Literature.

    Science.gov (United States)

    1982-11-01

    satisfaction and productivity. The authors wish to express their appreciation to SRA Gerald P. Yates and Ms. Kathleen Donahue for their assistance in...Chicago, IL: St. Clair Press, 1974. Karp , H. B., & Nickson, J. W., Jr. Motivator-hygiene deprivation as a predictor of job turnover. Personnel

  15. Consistent assignment of nurse aides: association with turnover and absenteeism.

    Science.gov (United States)

    Castle, Nicholas G

    2013-01-01

    Consistent assignment refers to the same caregivers consistently caring for the same residents almost every time caregivers are on duty. This article examines the association of consistent assignment of nurse aides with turnover and absenteeism. Data came from a survey of nursing home administrators, the Online Survey Certification and Reporting data, and the Area Resource File. The measures were from 2007 and came from 3,941 nursing homes. Multivariate logistic regression models were used to examine turnover and absenteeism. An average of 68% of nursing homes reported using consistent assignment, with 28% of nursing homes using nurse aides consistent assignment at the often recommended level of 85% (or more). Nursing homes using recommended levels of consistent assignment had significantly lower rates of turnover and of absenteeism. In the multivariate analyses, consistent assignment was significantly associated with both lower turnover and lower absenteeism (p assignment is a practice recommended by many policy makers, government agencies, and industry advocates. The findings presented here provide some evidence that the use of this staffing practice can be beneficial.

  16. Reduce home care aide turnover: give aides real jobs.

    Science.gov (United States)

    Schmidt, K; Kennedy, E

    1998-08-01

    What do home care aides want even more than a raise? Consistent, full-time work hours. That's what one agency found out in its attempt to decrease employee turnover. There are other steps agencies can take, too, to keep their aides coming back.

  17. Endogenous surfactant turnover in preterm infants measured with stable isotopes

    NARCIS (Netherlands)

    J.E.H. Bunt (Jan Erik); L.J.I. Zimmermann (Luc); J.L.D. Wattimena (Josias); R.H.Th. van Beek (Ron); P.J.J. Sauer (Pieter); V.P. Carnielli (Virgilio)

    1998-01-01

    textabstractWe studied surfactant synthesis and turnover in vivo in preterm infants using the stable isotope [U-13C]glucose, as a precursor for the synthesis of palmitic acid in surfactant phosphatidylcholine (PC). Six preterm infants (birth weight, 916 +/- 244 g; gesta

  18. Employees as Customers: Exploring Service Climate, Employee Patronage, and Turnover

    Science.gov (United States)

    Abston, Kristie A.; Kupritz, Virginia W.

    2011-01-01

    The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate…

  19. Relationships between Emotional Labor, Job Performance, and Turnover

    Science.gov (United States)

    Goodwin, Robyn E.; Groth, Markus; Frenkel, Stephen J.

    2011-01-01

    The present study investigates the relationship between the emotional labor strategies surface acting and deep acting and organizational outcomes, specifically, employees' overall job performance and turnover. Call center employees from two large financial service organizations completed an online survey about their use of surface and deep acting.…

  20. Quantifying assemblage turnover and species contributions at ecologic boundaries.

    Science.gov (United States)

    Hayek, Lee-Ann C; Wilson, Brent

    2013-01-01

    Not all boundaries, whether stratigraphical or geographical, are marked by species-level changes in community composition. For example, paleodata for some sites do not show readily discernible glacial-interglacial contrasts. Rather, the proportional abundances of species can vary subtly between glacials and interglacials. This paper presents a simple quantitative measure of assemblage turnover (assemblage turnover index, ATI) that uses changes in species' proportional abundances to identify intervals of community change. A second, functionally-related index (conditioned-on-boundary index, CoBI) identifies species contributions to the total assemblage turnover. With these measures we examine benthonic foraminiferal assemblages to assess glacial/interglacial contrasts at abyssal depths. Our results indicate that these measures, ATI and CoBI, have potential as sequence stratigraphic tools in abyssal depth deposits. Many peaks in the set of values of ATI coincide with terminations at the end of glaciations and delineate peak-bounded ATI intervals (PATIs) separated by boundaries that approximate to glacial terminations and to transgressions at neritic depths. These measures, however, can be used to evaluate the assemblage turnover and composition at any defined ecological or paleoecological boundary. The section used is from Ocean Drilling Program (OPD) Hole 994C, drilled on the Blake Ridge, offshore SE USA.

  1. Quantifying assemblage turnover and species contributions at ecologic boundaries.

    Directory of Open Access Journals (Sweden)

    Lee-Ann C Hayek

    Full Text Available Not all boundaries, whether stratigraphical or geographical, are marked by species-level changes in community composition. For example, paleodata for some sites do not show readily discernible glacial-interglacial contrasts. Rather, the proportional abundances of species can vary subtly between glacials and interglacials. This paper presents a simple quantitative measure of assemblage turnover (assemblage turnover index, ATI that uses changes in species' proportional abundances to identify intervals of community change. A second, functionally-related index (conditioned-on-boundary index, CoBI identifies species contributions to the total assemblage turnover. With these measures we examine benthonic foraminiferal assemblages to assess glacial/interglacial contrasts at abyssal depths. Our results indicate that these measures, ATI and CoBI, have potential as sequence stratigraphic tools in abyssal depth deposits. Many peaks in the set of values of ATI coincide with terminations at the end of glaciations and delineate peak-bounded ATI intervals (PATIs separated by boundaries that approximate to glacial terminations and to transgressions at neritic depths. These measures, however, can be used to evaluate the assemblage turnover and composition at any defined ecological or paleoecological boundary. The section used is from Ocean Drilling Program (OPD Hole 994C, drilled on the Blake Ridge, offshore SE USA.

  2. Factors Affecting Turnover Intention among Nurses in Ethiopia

    NARCIS (Netherlands)

    Ayalew, Firew; Kols, Adrienne; Kim, Young-Mi; Schuster, Anne; Emerson, Mark R; Roosmalen, J van; Stekelenburg, Jelle; Woldemariam, Damtew; Gibson, Hannah

    2015-01-01

    BACKGROUND: Reducing turnover is essential to address health worker shortages in the public sector and improve the quality of services. This study examines factors associated with Ethiopian nurses' intention to leave their jobs. METHODS: Survey respondents (a sample of 425 nurses at 122 facilities)

  3. On the Suboptimality of Full Turnover-Based Storage

    NARCIS (Netherlands)

    Y. Yu (Yugang); M.B.M. de Koster (René)

    2009-01-01

    textabstractIn the past thirty years the full turnover-based storage policy as described by Hausman et al. (1976, Management Science 22(6)) has been widely claimed to outperform the commonly used ABC class-based storage policy, in terms of the resulting average storage and retrieval machine travel

  4. Strong nurse leadership still undermined by high turnover.

    Science.gov (United States)

    2017-08-30

    An effective, well-led health and social care system is dependent on having strong clinical leadership at board level. Not my words, but those of Christine McKenzie, lead of the RCN's executive nurse network, in response to the latest findings of Nursing Standard's annual survey of turnover among directors of nursing.

  5. Quantifying Assemblage Turnover and Species Contributions at Ecologic Boundaries

    Science.gov (United States)

    Hayek, Lee-Ann C.; Wilson, Brent

    2013-01-01

    Not all boundaries, whether stratigraphical or geographical, are marked by species-level changes in community composition. For example, paleodata for some sites do not show readily discernible glacial-interglacial contrasts. Rather, the proportional abundances of species can vary subtly between glacials and interglacials. This paper presents a simple quantitative measure of assemblage turnover (assemblage turnover index, ATI) that uses changes in species' proportional abundances to identify intervals of community change. A second, functionally-related index (conditioned-on-boundary index, CoBI) identifies species contributions to the total assemblage turnover. With these measures we examine benthonic foraminiferal assemblages to assess glacial/interglacial contrasts at abyssal depths. Our results indicate that these measures, ATI and CoBI, have potential as sequence stratigraphic tools in abyssal depth deposits. Many peaks in the set of values of ATI coincide with terminations at the end of glaciations and delineate peak-bounded ATI intervals (PATIs) separated by boundaries that approximate to glacial terminations and to transgressions at neritic depths. These measures, however, can be used to evaluate the assemblage turnover and composition at any defined ecological or paleoecological boundary. The section used is from Ocean Drilling Program (OPD) Hole 994C, drilled on the Blake Ridge, offshore SE USA. PMID:24130679

  6. Ectomycorrhizal fungal mycelia turnover in a longleaf pine forest.

    Science.gov (United States)

    Hendricks, Joseph J; Mitchell, Robert J; Kuehn, Kevin A; Pecot, Stephen D

    2016-03-01

    Elucidation of the patterns and controls of carbon (C) flow and nitrogen (N) cycling in forests has been hindered by a poor understanding of ectomycorrhizal fungal mycelia (EFM) dynamics. In this study, EFM standing biomass (based on soil ergosterol concentrations), production (based on ergosterol accrual in ingrowth cores), and turnover rate (the quotient of annual production and average standing biomass estimates) were assessed in a 25-yr-old longleaf pine (Pinus palustris) plantation where C flow was manipulated by foliar scorching and N fertilization for 5 yr before study initiation. In the controls, EFM standing biomass was 30 ± 7 g m(-2) , production was 279 ± 63 g m(-2)  yr(-1) , and turnover rate was 10 ± 3 times yr(-1) . The scorched × fertilized treatment had significantly higher EFM standing biomass (38 ± 8 g m(-2) ), significantly lower production (205 ± 28 g m(-2)  yr(-1) ), and a trend of decreased turnover rate (6 ± 1 times yr(-1) ). The EFM turnover estimates, which are among the first reported for natural systems, indicate that EFM are a dynamic component of ecosystems, and that conventional assessments have probably underestimated the role of EFM in C flow and nutrient cycling.

  7. Some Determinants of Employee Turnover in a Psychiatric Facility.

    Science.gov (United States)

    Zautra, Alex J.; And Others

    1987-01-01

    Used research from illness-prevention and job-enrichment approaches to enhancing quality of work environments to create instruments assessing number of job stressors and level of task interest on psychiatric hospital units. Instruments successfully predicted employee turnover during one year. Job stress and interaction between job stress and task…

  8. General Outside Employment

    Data.gov (United States)

    Montgomery County of Maryland — This dataset contains all outside employment requests held by employees of Montgomery County (excluding uniformed police officer) approved by the Ethics Commission...

  9. Biotic turnover rates during the Pleistocene-Holocene transition

    Science.gov (United States)

    Stivrins, Normunds; Soininen, Janne; Amon, Leeli; Fontana, Sonia L.; Gryguc, Gražyna; Heikkilä, Maija; Heiri, Oliver; Kisielienė, Dalia; Reitalu, Triin; Stančikaitė, Miglė; Veski, Siim; Seppä, Heikki

    2016-11-01

    The Northern Hemisphere is currently warming at the rate which is unprecedented during the Holocene. Quantitative palaeoclimatic records show that the most recent time in the geological history with comparable warming rates was during the Pleistocene-Holocene transition (PHT) about 14,000 to 11,000 years ago. To better understand the biotic response to rapid temperature change, we explore the community turnover rates during the PHT by focusing on the Baltic region in the southeastern sector of the Scandinavian Ice Sheet, where an exceptionally dense network on microfossil and macrofossil data that reflect the biotic community history are available. We further use a composite chironomid-based summer temperature reconstruction compiled specifically for our study region to calculate the rate of temperature change during the PHT. The fastest biotic turnover in the terrestrial and aquatic communities occurred during the Younger Dryas-Holocene shift at 11,700 years ago. This general shift in species composition was accompanied by regional extinctions, including disappearance of mammoth (Mammuthus primigenius) and reindeer (Rangifer tarandus) and many arctic-alpine plant taxa, such as Dryas octopetala, Salix polaris and Saxifraga aizoides, from the region. This rapid biotic turnover rate occurred when the rate of warming was 0.17 °C/decade, thus slightly lower than the current Northern Hemisphere warming of 0.2 °C/decade. We therefore conclude that the Younger Dryas-Holocene shift with its rapid turnover rates and associated regional extinctions represents an important palaeoanalogue to the current high latitude warming and gives insights about the probable future turnover rates and patterns of the terrestrial and aquatic ecosystem change.

  10. Exit interviews to reduce turnover amongst healthcare professionals.

    Science.gov (United States)

    Webster, Joan; Flint, Anndrea

    2014-08-19

    Exit interviews are widely used in healthcare organisations to identify reasons for staff attrition, yet their usefulness in limiting turnover is unclear. To determine the effectiveness of various exit interview strategies in decreasing turnover rates amongst healthcare professionals. We searched the Cochrane EPOC Group Specialised Register; Cochrane Central Register of Controlled Trials (CENTRAL), Issue 11, 2012; MEDLINE, Ovid (1950- ); EMBASE, Ovid (1947- ); CINAHL, EbscoHost (1980- ), and PsycINFO, OVID (1806-) between October 31 and November 6, 2012. We also screened the reference lists of included studies and relevant reviews; and searched trial registries for planned and on-going studies. We did not restrict searches by language or publication date. Randomised controlled trials, controlled clinical trials, controlled before-after studies and interrupted time series studies comparing turnover rates between healthcare professionals who had undergone one form of exit interview with another form of exit interview or with no interview. Two review authors independently assessed trial quality and extracted data. The original search identified 1560 citations, of which we considered 19 potentially relevant. The two authors independently reviewed the abstracts of these studies and retrieved the full texts of eight studies. We excluded all eight following independent assessment; they were either interviews, commentaries on how to do an exit interview or descriptive studies about reasons for leaving. We found no studies that matched our inclusion criteria. For this first update, we screened 2220 citations and identified no new studies. Evidence about the effectiveness of exit interviews to reduce turnover is currently not available. However, exit interviews may provide useful information about the work environment which, in turn, may be useful in the development of interventions to reduce turnover.

  11. Supported Employment in Spain.

    Science.gov (United States)

    Verdugo, Miguel Angel; Borja, F.; de Urries, Jordan; Bellver, Fernando; Martinez, Salvador

    1998-01-01

    Supported employment is growing in Spain, assisted by models from other countries and national legislation. The Spanish Association of Supported Employment is providing a framework for program development. The field must deal with the lack of systematic evaluation and with funding problems. (SK)

  12. Employment Challenges in Kenya

    African Journals Online (AJOL)

    Dr Kazungu

    that improving the productivity of the informal sector with a well balanced mix of ... The agreements aimed at increasing employment levels by at least ... promotion and improvement in labour market information systems. .... Other wage employment dynamics in Kenya reveal inequities in access to ..... core policy priority.

  13. Listening to Employers

    Science.gov (United States)

    Machalski, Jan; Riley, Alison; Aubrey, Karl

    2009-01-01

    Various government initiatives have highlighted the importance of employer engagement in schools, further education and higher education. However, speaking as a team of lecturers in HE the authors have found that there is a tension between the perceptions of government and those of employers. Clearly, it would be a good thing if, particularly in…

  14. Investor Sentiment and Employment

    NARCIS (Netherlands)

    M. Montone (Maurizio); R.C.J. Zwinkels (Remco)

    2015-01-01

    markdownabstract__Abstract__ We find that investor sentiment should affect a firm's employment policy in a world with moral hazard and noise traders. Consistent with the model's predictions, we show that higher sentiment among US investors leads to: (1) higher employment growth worldwide; (2) lower

  15. Maine's Employability Skills Program

    Science.gov (United States)

    McMahon, John M.; Wolffe, Karen E.; Wolfe, Judy; Brooker, Carrie

    2013-01-01

    This Practice Report describes the development and implementation of the "Maine Employability Skills Program," a model employment program developed by the Maine Division for the Blind and Visually Impaired (DBVI). The program was designed to support the efforts of the chronically unemployed or underemployed. These consumers were either…

  16. Employment and Training Programs.

    Science.gov (United States)

    Minnesota State Office of the Legislative Auditor, St. Paul. Program Evaluation Div.

    This report examines the effectiveness of employment and training programs in Minnesota and discusses the impact of the 1985 Jobs Bill state legislation. Chapter 1 provides an introduction to Minnesota's programs and to studies of employment and training programs conducted nationwide. Chapter 2 studies the use of Job Training Partnership Act funds…

  17. Factors Influencing Job Satisfaction and Anticipated Turnover among Nurses in Sidama Zone Public Health Facilities, South Ethiopia

    Science.gov (United States)

    Belachew, Tefera; Yimam, Ebrahim

    2014-01-01

    Background. Workplace turnover is destructive to nursing and patient outcomes as it leads to losing competent and qualified nurses. However, developments of coping strategies demand a clear understanding of workplace variables that either motivate nurses to remain employed or lead them to leave their current jobs. Objective. This study was designed toassess factors influencing job satisfaction and intention to turnover among nurses in Sidama zone public health facilities, in Southern Ethiopia. Method. Cross-sectional study design was carried out on 278 nurses using both qualitative and quantitative data collection methods from May 12 to June 05, 2010. Result. A total of 242 nurses were interviewed giving a response rate of 87%. Nearly two-third (68.6%) of the participants were female, and the mean age was 28 (±6.27) years for both sexes. All job satisfaction subscale except benefit and salary subscale were significant predictors of overall job satisfaction. Satisfactions with work environment and group cohesion (AOR: 0.25 [95% CI: 0.12, 0.51]), single cohesion (AOR: 2.56 [95% CI: 1.27, 5.13]), and working in hospital (AOR: 2.19 [95% CI: 1.12, 4.30]) were the final significant predictors of anticipated turnover of Sidama zone nurses. Conclusions. More than any factors managers should consider the modification of working environment and group cohesions rather than trying to modify nurses to retain and maintain more experienced nurses for the organizations. PMID:24707397

  18. Turnover of δ13C replacement of diets with different photosynthetic, cycles eggs in japanese quails eggs (Coturnix coturnix japonica

    Directory of Open Access Journals (Sweden)

    Guilherme Emygdio Mendes Pimenta

    2014-10-01

    Full Text Available The study aimed to evaluate the turnover of 13C by replacing the C3 photosynthetic pathway diet to C4 and C4 to C3 in eggs of japanese quail (Coturnix coturnix japonica using the technique of stable isotopes. Two hundred and sixteen japanese quail, 50 days old, distributed in a completely randomized experimental design with two treatments in six replications, in an experimental period of 48 days, were used. Prior to 50 days of age, half of quails consumed diet based on C4 plants (corn and the other half based on C3 plants (rice, both containing meat meal and bone meal. There was replacement of those diets during the experimental period,  C3 based diet to C4 and C4 to  C3. A total of six eggs were collected from each treatment per day, according the quails age: 50, 51, 52, 54, 57, 60, 64, 68, 73, 78, 85, 91 and 98 days. To determine the turnover rate, the exponential model of isotopic dilution was employed. The experimental time of 48 days was enough for the total turnover in the eggs, with the incorporation of 99% of the carbon atoms of the new diet. The incorporation speed was slower when replacing diets were from C3 to C4 than C4 to  C3, which can be explained by bromatological differences of the ingredients.

  19. Cell volume-regulated cation channels.

    Science.gov (United States)

    Wehner, Frank

    2006-01-01

    Considering the enormous turnover rates of ion channels when compared to carriers it is quite obvious that channel-mediated ion transport may serve as a rapid and efficient mechanism of cell volume regulation. Whenever studied in a quantitative fashion the hypertonic activation of non-selective cation channels is found to be the main mechanism of regulatory volume increase (RVI). Some channels are inhibited by amiloride (and may be related to the ENaC), others are blocked by Gd(3) and flufenamate (and possibly linked to the group of transient receptor potential (TRP) channels). Nevertheless, the actual architecture of hypertonicity-induced cation channels remains to be defined. In some preparations, hypertonic stress decreases K(+) channel activity so reducing the continuous K(+) leak out of the cell; this is equivalent to a net gain of cell osmolytes facilitating RVI. The hypotonic activation of K(+) selective channels appears to be one of the most common principles of regulatory volume decrease (RVD) and, in most instances, the actual channels involved could be identified on the molecular level. These are BKCa (or maxi K(+)) channels, IK(Ca) and SK(Ca) channels (of intermediate and small conductance, respectively), the group of voltage-gated (Kv) channels including their Beta (or Kv ancilliary) subunits, two-pore K(2P) channels, as well as inwardly rectifying K(+) (Kir) channels (also contributing to K(ATP) channels). In some cells, hypotonicity activates non-selective cation channels. This is surprising, at first sight, because of the inside negative membrane voltage and the sum of driving forces for Na(+) and K(+) diffusion across the cell membrane rather favouring net cation uptake. Some of these channels, however, exhibit a P(K)/P(Na) significantly higher than 1, whereas others are Ca(++) permeable linking hypotonic stress to the activation of Ca(++) dependent ion channels. In particular, the latter holds for the group of TRPs which are specialised in the

  20. To leave or not to leave : When receiving interpersonal citizenship behavior influences an employee's turnover intention

    NARCIS (Netherlands)

    Regts, Gerdien; Molleman, Eric

    2013-01-01

    Given that few studies have examined relational bases for voluntary employee turnover, the purpose of the article is to examine whether work relationships explain employee turnover intention. Adopting a social relational perspective on employee turnover, we investigated the effect of receiving inter

  1. To leave or not to leave : When receiving interpersonal citizenship behavior influences an employee's turnover intention

    NARCIS (Netherlands)

    Regts, Gerdien; Molleman, Eric

    Given that few studies have examined relational bases for voluntary employee turnover, the purpose of the article is to examine whether work relationships explain employee turnover intention. Adopting a social relational perspective on employee turnover, we investigated the effect of receiving

  2. To leave or not to leave : When receiving interpersonal citizenship behavior influences an employee's turnover intention

    NARCIS (Netherlands)

    Regts, Gerdien; Molleman, Eric

    2013-01-01

    Given that few studies have examined relational bases for voluntary employee turnover, the purpose of the article is to examine whether work relationships explain employee turnover intention. Adopting a social relational perspective on employee turnover, we investigated the effect of receiving inter

  3. Superintendent Turnover in Kentucky. Summary. Issues & Answers. REL 2011-No. 113

    Science.gov (United States)

    Johnson, Jerry; Huffman, Tyler; Madden, Karen; Shope, Shane

    2011-01-01

    This study examines superintendent turnover in Kentucky public school districts for 1998/99-2007/08, looking at how turnover varies by rural status, Appalachian and non-Appalachian region, and 2007/08 school district characteristics. Key findings include: (1) Kentucky school districts averaged one superintendent turnover during 1998/99-2007/08;…

  4. Microbial carbon turnover in the plant-rhizosphere-soil continuum

    Science.gov (United States)

    Malik, Ashish; Dannert, Helena; Griffiths, Robert; Thomson, Bruce; Gleixner, Gerd

    2014-05-01

    Soil microbial biomass contributes significantly to maintenance of soil organic matter (SOM). It is well known that biochemical fractions of soil microorganisms have varying turnover and therefore contribute differentially to soil C storage. Here we compare the turnover rates of different microbial biochemical fractions using a pulse chase 13CO2 plant labelling experiment. The isotope signal was temporally traced into rhizosphere soil microorganisms using the following biomarkers: DNA, RNA, fatty acids and chloroform fumigation extraction derived microbial biomass size classes. C flow into soil microbial functional groups was assessed through phospholipid and neutral lipid fatty acid (PLFA/NLFA) analyses. Highest 13C enrichment was seen in the low molecular weight (LMW) size class of microbial biomass (Δδ13C =151) and in nucleic acids (DNA: 38o RNA: 66) immediately after the pulse followed by a sharp drop. The amount of 13C in the high molecular weight (HMW) microbial biomass (17-81) and total fatty acids (32-54) was lower initially and stayed relatively steady over the 4 weeks experimental period. We found significant differences in turnover rates of different microbial biochemical and size fractions. We infer that LMW cytosolic soluble compounds are rapidly metabolized and linked to respiratory C fluxes, whereas mid-sized products of microbial degradation and HMW polymeric compounds have lower renewal rate in that order. The turnover of cell wall fatty acids was also very slow. DNA and RNA showed faster turnover rate; and as expected RNA renewal was the fastest due to its rapid production by active microorganisms independent of cell replication. 13C incorporation into different functional groups confirmed that mutualistic arbuscular mycorrhizal fungi rely on root C and are important in the initial plant C flux. We substantiated through measurements of isotope incorporation into bacterial RNA that rhizosphere bacteria are also important in the initial C conduit

  5. Incomplete Spring Turnover in Small Deep Lakes in SE Michigan

    Directory of Open Access Journals (Sweden)

    Denys, Lisa

    2009-01-01

    Full Text Available While temperate lakes are commonly thought to turnover twice annually, in the fall and the spring, there are several factors that can reduce the probability of turnover. Whether or not a lake turns over has important implications for nutrient dynamics and food webs. In this study, we investigated several small deep lakes in SE Michigan to determine whether spring turnover had occurred. One factor affected by lake turnover is the distribution of oxygen in the lake. Lakes receive oxygen from the atmosphere at their surface and from small plant-like organisms called phytoplankton within the body of the lake. Photosynthesizing phytoplankton are typically more productive in the in the upper water layers because light is extinguished with depth. Oxygen is consumed over winter by bacteria in sediments at the bottom of the lake, which respire as they decompose debris, releasing nutrients. Wind forces and temperature changes in the spring and fall drive the water layers to mix. This process helps maintain a balance by circulating oxygen from the epilimnion (upper water layer to the hypolimnion (bottom water layer and nutrients from the hypolimnion to the upper layers. Factors that could affect whether a lake mixes include higher densities (from salinity, depth, temperature, and the shape of the lake in relation to wind direction. If a lake does not mix, we expect to find anoxic (oxygen depleted conditions in the hypolimnion and lower nutrient concentrations in the epilimnion, resulting in a change in the distribution and productivity of phytoplankton. Whether spring mixing events are occurring in small deep lakes in SE Michigan was the focus of this study. The results of the research show that complete mixing in spring occurred in only 2 of 5 lakes surveyed. In lakes with incomplete mixing, we found anoxic conditions in the hypolimnion and higher phytoplankton productivity in the metalimnion (middle layer instead of the epilimnion. While the importance

  6. Store turnover as a predictor of food and beverage provider turnover and associated dietary intake estimates in very remote Indigenous communities.

    Science.gov (United States)

    Wycherley, Thomas; Ferguson, Megan; O'Dea, Kerin; McMahon, Emma; Liberato, Selma; Brimblecombe, Julie

    2016-12-01

    Determine how very-remote Indigenous community (RIC) food and beverage (F&B) turnover quantities and associated dietary intake estimates derived from only stores, compare with values derived from all community F&B providers. F&B turnover quantity and associated dietary intake estimates (energy, micro/macronutrients and major contributing food types) were derived from 12-months transaction data of all F&B providers in three RICs (NT, Australia). F&B turnover quantities and dietary intake estimates from only stores (plus only the primary store in multiple-store communities) were expressed as a proportion of complete F&B provider turnover values. Food types and macronutrient distribution (%E) estimates were quantitatively compared. Combined stores F&B turnover accounted for the majority of F&B quantity (98.1%) and absolute dietary intake estimates (energy [97.8%], macronutrients [≥96.7%] and micronutrients [≥83.8%]). Macronutrient distribution estimates from combined stores and only the primary store closely aligned complete provider estimates (≤0.9% absolute). Food types were similar using combined stores, primary store or complete provider turnover. Evaluating combined stores F&B turnover represents an efficient method to estimate total F&B turnover quantity and associated dietary intake in RICs. In multiple-store communities, evaluating only primary store F&B turnover provides an efficient estimate of macronutrient distribution and major food types. © 2016 Public Health Association of Australia.

  7. Retail Employment Trends

    Institute of Scientific and Technical Information of China (English)

    2011-01-01

    Robert Walters, one of the world’s leading professional specialist recruitment consultancies, has recently released a report on employment opportunities in China’s consumer goods retail industry in the first half of this year. Excerpts follow:

  8. Nursing assistant turnover in nursing homes and need satisfaction.

    Science.gov (United States)

    Caudill, M; Patrick, M

    1989-06-01

    1. Level of Maslow's Hierarchy of Needs is basic physiological needs measured by salary, adequate housing, and food. Attainment of these needs increased the length of stay of nursing assistants in nursing homes. 2. Safety and security (level 2) influenced length of stay of nursing assistants. Those with benefits of retirement, vacation, and holiday pay tended to have less turnover. 3. Praise by the patient and family was most important to nursing assistants. Belonging to a peer group and praise by charge nurse also decreased turnover of nursing assistants (level 3). 4. Level 4, self-esteem measured by input into decisions and being able to criticize, increased length of stay of nursing assistants.

  9. Centennial black carbon turnover observed in a Russian steppe soil

    Directory of Open Access Journals (Sweden)

    K. Hammes

    2008-02-01

    Full Text Available Black carbon (BC, from incomplete combustion of fuels and biomass, has been considered highly recalcitrant and a substantial sink for carbon dioxide. Recent studies have shown that BC can be degraded. We use soils sampled 100 years apart in a Russian steppe preserve to generate the first whole-profile estimate of BC stocks and turnover in the field. BC stocks (initially 2.5 kg m-2 decreased 25% with cessation of biomass burning. BC turnover in the soil was 293 y (best estimate; range 212–541 y, much faster than inert/passive carbon in soil models. Such results provide a new constraint on theories of soil carbon stabilization. Most importantly, BC cannot be assumed chemically recalcitrant in all soils; other explanations for very old soil carbon are needed.

  10. Deficiency of employability capacity

    Directory of Open Access Journals (Sweden)

    Pelse I.

    2012-10-01

    Full Text Available Young unemployed people have comprised one of the significantly largest groups of the unemployed people in Latvia in recent years. One of the reasons why young people have difficulty integrating into the labour market is the “expectation gap” that exists in the relations between employers and the new generation of workers. Employers focus on capacity-building for employability such individual factors as strength, patience, self-discipline, self-reliance, self-motivation, etc., which having a nature of habit and are developed in a long-term work socialization process, which begins even before the formal education and will continue throughout the life cycle. However, when the socialization is lost, these habits are depreciated faster than they can be restored. Currently a new generation is entering the labour market, which is missing the succession of work socialization. Factors, such as rising unemployment and poverty in the background over the past twenty years in Latvia have created a very unfavourable employability background of “personal circumstances” and “external factors”, which seriously have impaired formation of the skills and attitudes in a real work environment. The study reveals another paradox – the paradox of poverty. Common sense would want to argue that poverty can be overcome by the job. However, the real state of affairs shows that unfavourable coincidence of the individual, personal circumstances and external factors leads to deficit of employability capacity and possibility of marked social and employment deprivation.

  11. The effects of autonomy and empowerment on employee turnover: test of a multilevel model in teams.

    Science.gov (United States)

    Liu, Dong; Zhang, Shu; Wang, Lei; Lee, Thomas W

    2011-11-01

    Extending research on voluntary turnover in the team setting, this study adopts a multilevel self-determination theoretical approach to examine the unique roles of individual and social-contextual motivational precursors, autonomy orientation and autonomy support, in reducing team member voluntary turnover. Analysis of multilevel time-lagged data collected from 817 employees on 115 teams indicates that psychological empowerment mediates the main effect of autonomy orientation and the interactive effect of autonomy support and its differentiation on a team member's voluntary turnover. The findings have meaningful implications for the turnover and self-determination literatures as well as for managers who endeavor to prevent voluntary turnover in teams.

  12. Staff Turnover in Assertive Community Treatment (Act) Teams: The Role of Team Climate.

    Science.gov (United States)

    Zhu, Xi; Wholey, Douglas R; Cain, Cindy; Natafgi, Nabil

    2017-03-01

    Staff turnover in Assertive Community Treatment (ACT) teams can result in interrupted services and diminished support for clients. This paper examines the effect of team climate, defined as team members' shared perceptions of their work environment, on turnover and individual outcomes that mediate the climate-turnover relationship. We focus on two climate dimensions: safety and quality climate and constructive conflict climate. Using survey data collected from 26 ACT teams, our analyses highlight the importance of safety and quality climate in reducing turnover, and job satisfaction as the main mediator linking team climate to turnover. The findings offer practical implications for team management.

  13. Stoichiometry and Turnover of the Stator and Rotor.

    Science.gov (United States)

    Morimoto, Yusuke V; Minamino, Tohru

    2017-01-01

    Fluorescence imaging techniques using green fluorescent protein (GFP) and related fluorescent proteins are utilized to monitor and analyze a wide range of biological processes in living cells. Stepwise photobleaching experiments can determine the stoichiometry of protein complexes. Fluorescence recovery after photobleaching (FRAP) experiments can reveal in vivo dynamics of biomolecules. In this chapter, we describe methods to detect the subcellular localization, stoichiometry, and turnovers of stator and rotor components of the Salmonella flagellar motor.

  14. The Link between HR Attributions and Employees’ Turnover Intentions

    OpenAIRE

    Tandung, Juliana Caesaria

    2016-01-01

    Human Resources Management (HRM) is part of the organizational functions that contribute to the effectiveness of a firm’s performance, and brings an organization a competitive advantage through the implementation of its Human Resources (HR) practices. HR practices adopted by management are perceived or attributed subjectively by individual employees, and can in turn affect the employees’ attitudes and behavior (e.g. Job satisfaction and turnover intention). The purpose of this study is to con...

  15. Who nominates the board? - Implications on board diversity and turnover

    OpenAIRE

    Viskari, Milla

    2014-01-01

    This thesis assesses whether the type of nomination poses implications on board diversity in terms of age, gender, nationality and education, as well as turnover on a Finnish and Swedish data. The existing research on director selection and especially nomination committees is rather limited, and thus the research aims at contributing to the topic. The reviewed time period concerns 2008 to 2012, and altogether 55 Finnish and 55 Swedish public companies are included in the study, thus resul...

  16. Carbon turnover and sequestration potential of fodder radish cover crop

    DEFF Research Database (Denmark)

    Mutegi, James; Petersen, Bjørn Molt; Munkholm, Lars Juhl

    2013-01-01

    We studied fodder radish carbon turnover as affected by soil tillage in Foulum, Denmark. Actively growing fodder radish monoliths from direct-drilled (DD) and conventionally tilled (CT) plots were extracted and labelled regularly with 14C isotope across their entire growth period. At the end......- to 45-cm-depth increments for determination of 14C distribution and retention. Carbon-14 declined significantly with increasing soil depth at each sampling for the two tillage practices (P

  17. Quality of Working Life: An Antecedent to Employee Turnover Intention

    Directory of Open Access Journals (Sweden)

    Ali Mohammad Mosadeghrad

    2013-05-01

    Full Text Available Background The purpose of this study was to measure the level of quality of work life (QWL among hospital employees in Iran. Additionally, it aimed to identify the factors that are critical to employees’ QWL. It also aimed to test a theoretical model of the relationship between employees’ QWL and their intention to leave the organisation. Methods A survey study was conducted based on a sample of 608 hospital employees using a validated questionnaire. Face, content and construct validity were conducted on the survey instrument. Results Hospital employees reported low QWL. Employees were least satisfied with pay, benefits, job promotion, and management support. The most important predictor of QWL was management support, followed by job proud, job security and job stress. An inverse relationship was found between employees QWL and their turnover intention. Conclusion This study empirically examined the relationships between employees’ QWL and their turnover intention. Managers can take appropriate actions to improve employees’ QWL and subsequently reduce employees’ turnover.

  18. Regulation of endoplasmic reticulum turnover by selective autophagy.

    Science.gov (United States)

    Khaminets, Aliaksandr; Heinrich, Theresa; Mari, Muriel; Grumati, Paolo; Huebner, Antje K; Akutsu, Masato; Liebmann, Lutz; Stolz, Alexandra; Nietzsche, Sandor; Koch, Nicole; Mauthe, Mario; Katona, Istvan; Qualmann, Britta; Weis, Joachim; Reggiori, Fulvio; Kurth, Ingo; Hübner, Christian A; Dikic, Ivan

    2015-06-18

    The endoplasmic reticulum (ER) is the largest intracellular endomembrane system, enabling protein and lipid synthesis, ion homeostasis, quality control of newly synthesized proteins and organelle communication. Constant ER turnover and modulation is needed to meet different cellular requirements and autophagy has an important role in this process. However, its underlying regulatory mechanisms remain unexplained. Here we show that members of the FAM134 reticulon protein family are ER-resident receptors that bind to autophagy modifiers LC3 and GABARAP, and facilitate ER degradation by autophagy ('ER-phagy'). Downregulation of FAM134B protein in human cells causes an expansion of the ER, while FAM134B overexpression results in ER fragmentation and lysosomal degradation. Mutant FAM134B proteins that cause sensory neuropathy in humans are unable to act as ER-phagy receptors. Consistently, disruption of Fam134b in mice causes expansion of the ER, inhibits ER turnover, sensitizes cells to stress-induced apoptotic cell death and leads to degeneration of sensory neurons. Therefore, selective ER-phagy via FAM134 proteins is indispensable for mammalian cell homeostasis and controls ER morphology and turnover in mice and humans.

  19. Prediction of Employee Turnover in Organizations using Machine Learning Algorithms

    Directory of Open Access Journals (Sweden)

    Rohit Punnoose

    2016-10-01

    Full Text Available Employee turnover has been identified as a key issue for organizations because of its adverse impact on work place productivity and long term growth strategies. To solve this problem, organizations use machine learning techniques to predict employee turnover. Accurate predictions enable organizations to take action for retention or succession planning of employees. However, the data for this modeling problem comes from HR Information Systems (HRIS; these are typically under-funded compared to the Information Systems of other domains in the organization which are directly related to its priorities. This leads to the prevalence of noise in the data that renders predictive models prone to over-fitting and hence inaccurate. This is the key challenge that is the focus of this paper, and one that has not been addressed historically. The novel contribution of this paper is to explore the application of Extreme Gradient Boosting (XGBoost technique which is more robust because of its regularization formulation. Data from the HRIS of a global retailer is used to compare XGBoost against six historically used supervised classifiers and demonstrate its significantly higher accuracy for predicting employee turnover.

  20. Neuronal glucoprivation enhances hypothalamic histamine turnover in rats.

    Science.gov (United States)

    Oohara, A; Yoshimatsu, H; Kurokawa, M; Oishi, R; Saeki, K; Sakata, T

    1994-08-01

    Histamine (HA) turnover in the rat hypothalamus following insufficient energy supply due to glucoprivation was examined after administration of insulin or 2-deoxy-D-glucose (2-DG). HA turnover was assessed by accumulation of tele-methylhistamine (t-MH), a major metabolite of brain HA, following administration of pargyline. Intraperitoneal injection of 1, 2, and 4 U/kg of insulin, which had no influence on steady-state levels of HA and t-MH, increased pargyline-induced accumulation of t-MH. Accumulation of t-MH due to pargyline was inversely related to the concomitant plasma glucose concentration after different doses of insulin. The level of t-MH accumulated by pargyline did not change compared with that of controls, when a euglycemic condition was maintained or insulin at a dose of 6 mU per rat was infused into the third cerebroventricle. Intracerebroventricular infusion of 24 mumol per rat of 2-DG, which had no influence on steady-state levels of HA and t-MH, increased the level of t-MH enhanced by pargyline. The results indicate that an increase in hypothalamic HA turnover in response to glucoprivation may be involved in homeostatic regulation of energy metabolism in the brain.

  1. Species Turnover through Time: Colonization and Extinction Dynamics across Metacommunities.

    Science.gov (United States)

    Nuvoloni, Felipe Micali; Feres, Reinaldo José Fazzio; Gilbert, Benjamin

    2016-06-01

    Island biogeography and metacommunity theory often use equilibrium assumptions to predict local diversity, yet nonequilibrium dynamics are common in nature. In nonequilibrium communities, local diversity fluctuates through time as the relative importance of colonization and extinction change. Here, we test the prevalence and causes of nonequilibrium dynamics in metacommunities of mites associated with rubber trees distributed over large spatial (>1,000 km) and temporal (>30-60 generations) scales in Brazil. We measured colonization and extinction rates to test species turnover and nonequilibrium dynamics over a growing season. Mite metacommunities exhibited nonequilibrium dynamics for most months of the year, and these dynamics tracked climatic conditions. Monthly shifts in temperature of more than 1°C resulted in nonequilibrium dynamics, as did mean temperatures outside of two critical ranges. Nonequilibrium dynamics were caused by a change in colonization with temperature change and changes in both colonization and extinction with absolute temperature. Species turnover showed different trends; high relative humidity increased both colonization and extinction rates, increasing turnover but not nonequilibrium dynamics. Our study illustrates that testing nonequilibrium dynamics can provide new insights into the drivers of colonization, extinction, and diversity fluctuations in metacommunities.

  2. Computational model of collagen turnover in carotid arteries during hypertension.

    Science.gov (United States)

    Sáez, P; Peña, E; Tarbell, J M; Martínez, M A

    2015-02-01

    It is well known that biological tissues adapt their properties because of different mechanical and chemical stimuli. The goal of this work is to study the collagen turnover in the arterial tissue of hypertensive patients through a coupled computational mechano-chemical model. Although it has been widely studied experimentally, computational models dealing with the mechano-chemical approach are not. The present approach can be extended easily to study other aspects of bone remodeling or collagen degradation in heart diseases. The model can be divided into three different stages. First, we study the smooth muscle cell synthesis of different biological substances due to over-stretching during hypertension. Next, we study the mass-transport of these substances along the arterial wall. The last step is to compute the turnover of collagen based on the amount of these substances in the arterial wall which interact with each other to modify the turnover rate of collagen. We simulate this process in a finite element model of a real human carotid artery. The final results show the well-known stiffening of the arterial wall due to the increase in the collagen content.

  3. Internal Control of Enterprise Capital Turnover under the Integration Processes

    Directory of Open Access Journals (Sweden)

    Kaminska Tetiana H.

    2014-02-01

    Full Text Available The article tries to build methods of internal control of the capital turnover, which would meet modern integration processes in Ukraine and in the world. First of all it states that internal control should ensure realisation of interests of the enterprise owner. It marks out that despite the existing methods, the enterprise control should be started not with assets, but from the sources of their formation – own capital and obligations, and only then go to the enterprise property control. The author offers relevant methods of capital turnover control, which takes into account its stages – acquisition, production and sales – and gives practical recommendations on its use at enterprises. Special attention is paid to the capital turnover control at the stage of production, which should keep track of both quantitative and qualitative parameters. Acquisition and sales control, except for internal controllers, is carried out by marketing, logistics and other services. Generalisation of results of the control should be done in forms that, on the one hand, have evidential force and, on the other, accessible for comprehension and use in the process of making managerial decisions by managers of various levels.

  4. KEAHLIAN AUDITOR DAN TURNOVER INTENTION SEBAGAI MEDIASI DETERMINAN KINERJA AUDITOR

    Directory of Open Access Journals (Sweden)

    Ceacilia Srimindarti

    2015-12-01

    Full Text Available This research aims to examine the effect of locus of control and organizational commitment on auditors’ performance as well as to examine whether auditors’ expertise and turnover intention mediate the effect of locus of control and organizational commitment on auditors’ performance. Samples of this study were auditors who worked at audit firms in Semarang. Samples were selected using the purposive sampling method. The data were analyzed using SEM with AMOS program. This study found that locus of control had a negative effect on auditors’ performance, organizational commitment had a positive effect on auditors’ performance, and auditors’ expertise and turnover intention had no effect on auditors’ performance. Furthermore, locus of control had a negative effect on auditors’ expertise, and organizational commitment had a negative effect on turnover intention. Based on this result, managers of public accounting firm (partners should provide some trainings to the auditors who had the external locus of control so that they can achieve the standardized performances. They should also confirm the company’s values to the auditor to increase emotional attachment to the company as well as try to comply to the demands of the company thus its performance will be in accordance with company’s expectations.

  5. Staff Turnover as a Possible Threat to Knowledge Loss

    Directory of Open Access Journals (Sweden)

    Linhartová Lucie

    2011-09-01

    Full Text Available The article focuses on labour turnover as a potential threat to knowledge loss. Labour turnover results in an organizations inability to ensure knowledge continuity. In this study, induction was used to identify factors within organizations that determine employees’ exit from organizations. The verifiability of these factors was tested by means of correlation and regression. Subsequently, the presented causes of employee turnover were specified as potential threat to knowledge loss. In the current knowledge economy, employees in an organization are considered the key competitive advantage and the most important asset. If an employee leaves an organization, they take the knowledge they have acquired with them. The loss of knowledge is a potential threat to an organizations existence, especially if an employee with valuable knowledge leaves to join a competitor. Therefore, this paper deals with knowledge continuity as a probable means of eliminating this threat. Dependencies between selected qualitative variables were tested to determine their impact on organizations. The study concludes by indicating that, today‘s knowledge-based organizations must be aware of the main causes and consequences of employee fluctuation so as to maintain their competitiveness in times of economic crisis.

  6. The effect of culture on the curvilinear relationship between performance and turnover.

    Science.gov (United States)

    Sturman, Michael C; Shao, Lian; Katz, Jan H

    2012-01-01

    Although researchers have theorized that there exists a curvilinear relationship between job performance and voluntary turnover, their research has been tested in the United States or culturally similar Switzerland. Through a study of the performance-turnover relationship from a multinational service-oriented organization in 24 countries, we demonstrate that the general relationship between performance and turnover is similar across countries but the details of that relationship change across countries. Using 4 cultural dimensions--in-group collectivism, power distance, uncertainty avoidance, and performance orientation--we find that cultural factors alter the overall probability of voluntary turnover and influence the degree of curvilinearity in the performance-turnover relationship. Our findings have implications for research on the performance-turnover relationship, turnover research, and practice.

  7. Examining the temporal relationship between psychological climate, work attitude, and staff turnover.

    Science.gov (United States)

    Garner, Bryan R; Hunter, Brooke D

    2013-02-01

    Relative to the broader industrial-organizational (I-O) psychology field, research on the turnover of substance use disorder (SUD) treatment staff is in its infancy. Despite its long and rich history, recent reviews of the turnover literature within I-O psychology have noted that there remains considerable room for improvement. In particular, recommendations have been made for research that considers time in the turnover process and explores more distal causes of staff turnover. Addressing these gaps, this article examined the temporal relationship between latent measures of psychological climate, work attitude, and staff turnover. Using data from 95 SUD treatment staff clustered within 29 treatment organizations, multilevel discrete-time survival analyses revealed that a latent measure of work attitude (e.g., job satisfaction, pay satisfaction, turnover intentions) fully mediated the temporal relationship between latent measures of psychological climate (e.g., supervisor support, coworker support, role conflict) and subsequent staff turnover. Copyright © 2013 Elsevier Inc. All rights reserved.

  8. The costs of nursing turnover: evidence from the British National Health Service.

    Science.gov (United States)

    Gray, A M; Phillips, V L; Normand, C

    1996-11-01

    This article reports empirical evidence on the costs of nursing and other staff turnover in the National Health Service. It begins by considering the possible costs and benefits associated with turnover. It then examines current turnover rates in the NHS and existing estimates of the direct administrative costs and the short-term productivity losses associated with turnover. Using these estimates, it compares the cost-effectiveness of a policy which uses across-the-board pay increases to reduce turnover with one which targets pay rises to certain groups only. Next, possible indirect costs of turnover are evaluated using data collected from a large cross-section of providers and other sources. No relationship is found between turnover rates and crude measures of patient service or staff morale measures. The paper concludes with a brief discussion of the main findings and some suggestions for future research.

  9. Authenticity in Employment Relations

    DEFF Research Database (Denmark)

    Tackney, Charles Thomas

    This research takes up the concept of authenticity as a criterion variable for theology of the workplace analysis, a domain which explores employment parameters in light of religious teaching on the social question at national, organizational or firm-specific levels. Following a review of the con......This research takes up the concept of authenticity as a criterion variable for theology of the workplace analysis, a domain which explores employment parameters in light of religious teaching on the social question at national, organizational or firm-specific levels. Following a review...... of the concept in Western culture, philosophy, and management studies, Religious Society of Friends (Quaker) and Roman Catholic social teachings are investigated for positively correlative data to help develop the criterion variable. From the literature review of concept and historical data in both traditions......, it becomes possible to specify employment relations parameters between the indirect and direct employer and employees in a manner that will ensure working conditions consistent with these traditions, substantially enhancing the prospect of authenticity in employment relations. This theology of the workplace...

  10. Effects of dopaminergic treatment on striatal dopamine turnover in de novo Parkinson disease.

    Science.gov (United States)

    Storch, Alexander; Wolz, Martin; Beuthien-Baumann, Bettina; Löhle, Matthias; Herting, Birgit; Schwanebeck, Uta; Oehme, Liane; van den Hoff, Jörg; Perick, Maria; Grählert, Xina; Kotzerke, Jörg; Reichmann, Heinz

    2013-05-07

    To evaluate the effects of levodopa and the dopamine D2 agonist cabergoline on striatal dopamine turnover estimated as the inverse of the effective dopamine distribution volume ratio (EDVR) measured by (18)F-dopa PET in de novo Parkinson disease (PD). Single-center, parallel-group, randomized, observer-blinded study of cabergoline (3 mg/day) and levodopa (300 mg/day) over 12 weeks in patients with de novo PD. Primary efficacy measure was the change of the side-to-side averaged putaminal EDVR comparing baseline and end-of-maintenance period. Thirty-five out of 39 randomized patients were assigned to the primary efficacy analysis (cabergoline, n = 17; levodopa, n = 18). At the end of treatment period, mean EDVRs were significantly lower compared to baseline solely in the levodopa group (relative change -1.0 ± 13.0% in cabergoline [p = 0.525 when compared to baseline], -8.3 ± 11.8% in levodopa group [p = 0.006]) with a nonsignificant trend between groups (mean relative difference: 7.3% (95% confidence interval -1.2% to 15.8%; p = 0.091). There was significant clinical improvement in both groups at 12 weeks compared to baseline, but no significant differences between groups in clinical and PET secondary outcome measures. Both pharmacologic treatments and PET scanning were well-tolerated and safe. Putaminal dopamine turnover is increased by levodopa treatment in de novo PD. The nonsignificant trend toward a larger influence by levodopa compared to cabergoline is supported by ancillary statistical analyses. This augmentation of early compensatory events by levodopa might contribute not only to its symptomatic effects, but also to its induction of motor complications.

  11. The impact of quality of work life on job embeddedness and affective commitment and their co-effect on turnover intention of nurses.

    Science.gov (United States)

    Zhao, XiaoWen; Sun, Tao; Cao, QiuRu; Li, Ce; Duan, XiaoJian; Fan, LiHua; Liu, Yan

    2013-03-01

    To verify with empirical evidence the hypothesised relation and the effect of quality of work life, job embeddedness and affective commitment on turnover intention of clinical nurses in China. High turnover of the nursing workforce in healthcare organisations is a difficult and recurring problem in China as well as in many other countries in the world. It leads to great waste of resources and increases management cost. Developing and retaining the nursing workforce, which is a major challenge faced by human resources practitioners in hospitals and public health agencies, also becomes a subject of interest for management studies. Most of the literature about voluntary turnover focused on such traditional measures as job satisfaction and job alternatives in the past. The introduction of such new concepts as quality of work life, job embeddedness and affective commitment, which views the issue from a much broader and comprehensive spectrum, made a great breakthrough in the turnover study. In this study, we selected quality of work life, job embeddedness and affective commitment - three of the most important factors in employer-employee relations - and analysed the interaction between each one of them, as well as their co-effect on turnover intention of Chinese nurses. Cross-sectional survey and structural equation modelling were applied in studying the self-report questionnaires distributed to 1000 nurses employed in five large-scale government-owned hospitals in Heilongjiang Province, Northeast China. Our study confirmed the hypothesised positive relation of quality of work life with job embeddedness and affective commitment and the hypothesised negative relation of quality of work life with turnover intention, that is, high quality of work life perceived by the nurses enhances their job embeddedness and affective commitment and thus reduces their intention to leave the job. The effect of quality of work life is positive on job embeddedness and affection commitment

  12. Implementing public employment policy

    DEFF Research Database (Denmark)

    Larsen, Flemming; Bredgaard, Thomas

    disciplining of the unemployed (work first) (cf.Bredgaard & Larsen, 2005; Sol & Westerweld, 2005). It is, however, remarkable that in the research field there seems to be a division of labour so that changes in public administration and changes in the substance of employment policies are dealt with separately...... an intended policy shift, there seems to be very little public discussion about them. Far-reaching policy changes become politically invisible and de-politicized. Our empirical case is the contracting out of the public employment services in Australia, the Netherlands and Denmark. The main question is what...... happens to public employment policies when they are contracted out to various non-public (for-profit and non-profit) agencies. The data consist of in-depth interviews with key respondents in the three countries, observations at service delivery agencies, and desk studies of existing research....

  13. Implementing public employment policy

    DEFF Research Database (Denmark)

    Larsen, Flemming; Bredgaard, Thomas

    disciplining of the unemployed (work first) (cf.Bredgaard & Larsen, 2005; Sol & Westerweld, 2005). It is, however, remarkable that in the research field there seems to be a division of labour so that changes in public administration and changes in the substance of employment policies are dealt with separately....... But there is an interesting question to investigate here: whether and if so how, NPM-inspired reforms are related to changes in employment policy towards a work-first approach? Are changes in public management systems created as deliberate policy changes, or do they bring about more indirect and unintended policy changes...... an intended policy shift, there seems to be very little public discussion about them. Far-reaching policy changes become politically invisible and de-politicized. Our empirical case is the contracting out of the public employment services in Australia, the Netherlands and Denmark. The main question is what...

  14. Implementing the employability agenda

    DEFF Research Database (Denmark)

    Lee, Donna; Snaith, Holly Grace; Foster, Emma

    2014-01-01

    This article draws on research commissioned by the Higher Education Academy (HEA) and conducted during 2013. It interrogates the ways in which the employability agenda has been fed through to the level of individual politics departments. The project was particularly concerned with establishing...... whether, and how, colleagues in politics and international relations (IR) had taken ownership of student employability at the level of the curriculum. In the article, the key findings of the research are summarised. There is also discussion of the (sometimes troubling) professional implications...

  15. Employment certificates on HRT

    CERN Multimedia

    HR Department

    2008-01-01

    As part of the ongoing drive to simplify and streamline administrative procedures and processes, the IT and HR Departments have made employment certificates available on a self-service basis on the HRT application, in the main menu under "My self services". All members of the personnel can thus obtain a certificate of employment or association, in French or in English, for the present or past contractual period. The HR Department’s Records Office remains responsible for issuing any special certificates that might be required. IT-AIS (Administrative Information Services) HR-SPS (Services, Procedures & Social) Records Office – Tel. 73700

  16. Governing EU employment policy

    DEFF Research Database (Denmark)

    Sørensen, Eva; Triantafillou, Peter; Damgaard, Bodil

    2015-01-01

    In the European Union (EU), employment policy is a prerogative of the member states. Therefore the EU's ability to govern in this area depends on its capability to involve national governments and relevant stakeholders in a collaborative effort to formulate and implement shared policy objectives....... Drawing an analytical distinction between cooperation, coordination and collaboration, the article analyses the formulation and implementation of EU employment policies. It concludes that while the formulation of policy objectives and the discussion of national policy approaches do involve elements...

  17. Thailand--Secondary Education for Employment, Volume II: Background Papers.

    Science.gov (United States)

    World Bank, Washington, DC.

    This report, a series of three background papers, was prepared as part of the Thailand Secondary Vocational Education Sector Study. The first background paper, "Intro Changing Workplaces, Changing Skills: Views from the Thai Private Sector on Work-Organization, Employee Recruitment and Selection" (Charles Abelmann, Lee Kian Chang, Pinchuda…

  18. Employers' social contacts and their hiring behavior in a factorial survey.

    Science.gov (United States)

    Di Stasio, Valentina; Gërxhani, Klarita

    2015-05-01

    We investigate whether referrals from employers' business and professional contacts matter in the hiring process. Additionally, we examine whether the effect of referrals varies depending on: (1) the signaling role of education during the hiring process, and (2) applicants' level of education. Based on a combination of a factorial survey and an experimental design with a sample of English employers, we measure the effect of referrals on employers' hiring assessments. We find only weak evidence that referred applicants are considered more trainable than otherwise identical applicants that do not have a tie with the employer. More detailed analyses show that referrals do matter for employers who consider education a noisy signal, in line with the argument that informal recruitment can represent a strategy for employers to compensate for poor signaling. Referrals are especially beneficial for highly educated applicants, probably because employers need some guarantee against possible wage or turnover costs.

  19. A Stochastic Employment Problem

    Science.gov (United States)

    Wu, Teng

    2013-01-01

    The Stochastic Employment Problem(SEP) is a variation of the Stochastic Assignment Problem which analyzes the scenario that one assigns balls into boxes. Balls arrive sequentially with each one having a binary vector X = (X[subscript 1], X[subscript 2],...,X[subscript n]) attached, with the interpretation being that if X[subscript i] = 1 the ball…

  20. Employment Relations in Denmark

    DEFF Research Database (Denmark)

    Madsen, Jørgen Steen; Due, Jesper Jørgen; Andersen, Søren Kaj

    2011-01-01

    Jørgen Steen Madsen, Jesper Due og Søren Kaj Andersen har skrevet et kapitel om udviklingen i dansk arbejdsmarkedsregulering til bogen International and Comparative Employment Relations, redigeret af Greg Bamber, Russell Lansbury og Nick Wailes. Bogen indeholder bidrag, der præsenterer og...

  1. Industrialisation, Exports and Employment.

    Science.gov (United States)

    Sabolo, Yves

    1980-01-01

    After reviewing trends in industrial production, exports, and employment in the Third World since 1960, the author discusses industrialization strategies based on the local processing of raw materials for export. Such processing has proved to be a major factor in job creation. (Author/SK)

  2. Challenging Scandinavian employment relations

    DEFF Research Database (Denmark)

    Ibsen, Christian Lyhne; Larsen, Trine Pernille; Madsen, Jørgen Steen

    2011-01-01

    and employment relations in the Danish, Norwegian and Swedish public sector. In this paper, we argue that although differences exist across the Scandinavian countries, it is evident that they have managed to adopt and implement NPM-inspired reforms without dismantling their universal welfare services and strong...

  3. Learning Disabilities and Employment.

    Science.gov (United States)

    Gerber, Paul J., Ed.; Brown, Dale S., Ed.

    This book provides information on preparing individuals with learning disabilities for the challenges of employment and outlines the rights of those with learning disabilities in the workplace. Introductory chapters in Part 1 include: "Life after School: Challenges in the Workplace" (Paul J. Gerber); "The New Economy in the 21st…

  4. Employer Engagement in Education

    Science.gov (United States)

    Mann, Anthony; Dawkins, James

    2014-01-01

    The subject of this paper is employer engagement in education as it supports the learning and progression of young people through activities including work experience, job shadowing, workplace visits, career talks, mock interviews, CV workshops, business mentoring, enterprise competitions and the provision of learning resources. Interest has grown…

  5. Shifting employment revisited

    NARCIS (Netherlands)

    Cremers, Jan; Gramuglia, Alessia

    2014-01-01

    The CLR-network examined in 2006 the phenomenon of undeclared labour, with specific regard to the construction sector. The resulting study, Shifting Employment: undeclared labour in construction (Shifting-study hereafter), gave evidence that this is an area particularly affected by undeclared activi

  6. Employability through covenants

    NARCIS (Netherlands)

    Korver, T.; Oeij, P.R.A.

    2004-01-01

    How can a sustainable employment insurance system be guaranteed as a major element of the ESM? First a summary overview of the Lisbon targets and their impact on the policies of and in the member states of the European Union is given. Then follow data and problems associated with the target of enhan

  7. Vietnamese Students Employability Skills

    Science.gov (United States)

    Tuan, Nguyen Minh

    2011-01-01

    This paper attempts to investigate if the International University (IU) students' core competencies can meet the requirements set by employers, what are the differences in core competencies in final year students (or undergraduates), and how they view themselves compared with ex-students after one or two years in working environment, how…

  8. Impact and determinants of nurse turnover: a pan-Canadian study.

    Science.gov (United States)

    O'Brien-Pallas, Linda; Murphy, Gail Tomblin; Shamian, Judith; Li, Xiaoqiang; Hayes, Laureen J

    2010-11-01

    As part of a large study of nursing turnover in Canadian hospitals, the present study focuses on the impact and key determinants of nurse turnover and implications for management strategies in nursing units. Nursing turnover is an issue of ever-increasing priority as work-related stress and job dissatisfaction are influencing nurses' intention to leave their positions. Data sources included the nurse survey, unit managers, medical records and human resources databases. A broad sample of hospitals was represented with nine different types of nursing units included. Nurses turnover is a major problem in Canadian hospitals with a mean turnover rate of 19.9%. Higher levels of role ambiguity and role conflict were associated with higher turnover rates. Increased role conflict and higher turnover rates were associated with deteriorated mental health. Higher turnover rates were associated with lower job satisfaction. Higher turnover rate and higher level of role ambiguity were associated with an increased likelihood of medical error. Managing turnover within nursing units is critical to high-quality patient care. A supportive practice setting in which role responsibilities are understood by all members of the caregiver team would promote nurse retention. Stable nurse staffing and adequate managerial support are essential to promote job satisfaction and high-quality patient care. © 2010 The Authors. Journal compilation © 2010 Blackwell Publishing Ltd.

  9. Centennial black carbon turnover observed in a Russia steppe soil

    Energy Technology Data Exchange (ETDEWEB)

    Hammes, K.; Torn, M.S.; Lapenas, A.G.; Schmidt, M.W.I.

    2008-09-15

    Black carbon (BC), from incomplete combustion of fuels and biomass, has been considered highly recalcitrant and a substantial sink for carbon dioxide. Recent studies have shown that BC can be degraded in soils. We use two soils with very low spatial variability sampled 100 years apart in a Russian steppe preserve to generate the first whole-profile estimate of BC stocks and turnover in the field. Quantities of fire residues in soil changed significantly over a century. Black carbon stock was 2.5 kg m{sup -2}, or about 7-10% of total organic C in 1900. With cessation of biomass burning, BC stocks decreased 25% over a century, which translates into a centennial soil BC turnover (293 years best estimate; range 182-541 years), much faster than so-called inert or passive carbon in ecosystem models. The turnover time presented here is for loss by all processes, namely decomposition, leaching, and erosion, although the latter two were probably insignificant in this case. Notably, at both time points, the peak BC stock was below 30 cm, a depth interval, which is not typically accounted for. Also, the quality of the fire residues changed with time, as indicated by the use benzene poly carboxylic acids (BPCA) as molecular markers. The proportions of less-condensed (and thus more easily degradable) BC structures decreased, whereas the highly condensed (and more recalcitrant) BC structures survived unchanged over the 100-year period. Our results show that BC cannot be assumed chemically recalcitrant in all soils, and other explanations for very old soil carbon are needed.

  10. Index Fund Selections with GAs and Classifications Based on Turnover

    Science.gov (United States)

    Orito, Yukiko; Motoyama, Takaaki; Yamazaki, Genji

    It is well known that index fund selections are important for the risk hedge of investment in a stock market. The`selection’means that for`stock index futures’, n companies of all ones in the market are selected. For index fund selections, Orito et al.(6) proposed a method consisting of the following two steps : Step 1 is to select N companies in the market with a heuristic rule based on the coefficient of determination between the return rate of each company in the market and the increasing rate of the stock price index. Step 2 is to construct a group of n companies by applying genetic algorithms to the set of N companies. We note that the rule of Step 1 is not unique. The accuracy of the results using their method depends on the length of time data (price data) in the experiments. The main purpose of this paper is to introduce a more`effective rule’for Step 1. The rule is based on turnover. The method consisting of Step 1 based on turnover and Step 2 is examined with numerical experiments for the 1st Section of Tokyo Stock Exchange. The results show that with our method, it is possible to construct the more effective index fund than the results of Orito et al.(6). The accuracy of the results using our method depends little on the length of time data (turnover data). The method especially works well when the increasing rate of the stock price index over a period can be viewed as a linear time series data.

  11. Building Muscles, Keeping Muscles: Protein Turnover During Space Flight

    Science.gov (United States)

    Ferrando, Arny; Bloomberg, Jacob; Lee, Angie (Technical Monitor)

    2002-01-01

    As we age we lose muscle mass and strength. The problem is a matter of use it or lose it and more - a fact to which any active senior can attest. An imbalance in the natural cycle of protein turnover may be a contributing factor to decreased muscle mass. But the answer is not so simple, since aging is associated with changes in hormones, activity levels, nutrition, and often, disease. The human body constantly uses amino acids to build muscle protein, which then breaks down and must be replaced. When protein turnover gets out of balance, so that more protein breaks down than the body can replace, the result is muscle loss. This is not just the bane of aging, however. Severely burned people may have difficulty building new muscle long after the burned skin has been repaired. Answers to why we lose muscle mass and strength - and how doctors can fix it - may come from space. Astronauts usually eat a well-balanced diet and maintain an exercise routine to stay in top health. During long-duration flight, they exercise regularly to reduce the muscle loss that results from being in a near-weightless environment. Despite these precautions, astronauts lose muscle mass and strength during most missions. They quickly recover after returning to Earth - this is a temporary condition in an otherwise healthy population. Members of the STS-107 crew are participating in a study of the effects of space flight, hormone levels, and stress on protein turnover. When we are under stress, the body responds with a change in hormone levels. Researchers hypothesize that this stress-induced change in hormones along with the near-weightlessness might result in the body synthesizing less muscle protein, causing muscles to lose their strength and size. Astronauts, who must perform numerous duties in a confined and unusual environment, experience some stress during their flight, making them excellent candidates for testing the researchers' hypothesis.

  12. Adipocyte Triglyceride Turnover Is Independently Associated With Atherogenic Dyslipidemia

    Science.gov (United States)

    Frayn, Keith; Bernard, Samuel; Spalding, Kirsty; Arner, Peter

    2012-01-01

    Background Inappropriate storage of fatty acids as triglycerides in adipocytes and their removal from adipocytes through lipolysis and subsequent oxidation may cause the atherogenic dyslipidemia phenotype of elevated apolipoprotein B levels and subsequent hypertriglyceridemia. We tested whether turnover of triglycerides in fat cells was related to dyslipidemia. Methods and Results The age of triglycerides (reflecting removal) and triglyceride storage in adipocytes was determined under free living conditions by measuring incorporation of atmospheric 14C into these lipids within the adipocytes in 47 women and 26 men with a large interindividual variability in body mass index. Because limited 14C data were available, triglyceride age was also determined in 97 men and 233 women by using an algorithm based on adipocyte lipolysis, body fat content, waist‐to‐hip ratio, and insulin sensitivity. This cohort consisted of nonobese subjects since obesity per se is related to all components in the algorithm. Triglyceride turnover (age and storage) was compared with plasma levels of apolipoproteins and lipids. Plasma levels of apolipoprotein B and triglycerides were positively related to triglyceride age in adipocytes, when measured directly using radiocarbon analyses (r=0.45 to 0.47; PTriglyceride storage showed no independent correlation (partial r=0.02 to 0.11; P=0.42 to 0.91). Algorithm‐based values for adipocyte removal of triglycerides were positively associated with plasma triglycerides and apolipoprotein B (r=0.44 to 0.45; Ptriglycerides (as indicated by a high triglyceride age in fat cells) is independently associated with circulating apolipoprotein B and triglycerides. This suggests a hitherto unknown role of triglyceride turnover in adipocytes for the development and/or maintenance of atherogenic dyslipidemia. PMID:23316323

  13. Synthesis, modification and turnover of proteins during aging.

    Science.gov (United States)

    Rattan, Suresh I S

    2010-01-01

    Iterations in the rate and extent of protein synthesis, accuracy, post-translational modifications and turnover are among the main molecular characteristics of aging. A decline in the cellular capacity through proteasomal and lysosomal pathways to recognize and preferentially degrade damaged proteins leads to the accumulation of abnormal proteins during aging. The consequent increase in molecular heterogeneity and impaired functioning of proteins is the basis of several age-related pathologies, such as cataracts, sarcopenia and neurodegerative diseases. Understanding the proteomic spectrum and its functional implications during aging can facilitate developing effective means of intervention, prevention and therapy of aging and age-related diseases.

  14. Evolutionary Turnover of Kinetochore Proteins: A Ship of Theseus?

    Science.gov (United States)

    Drinnenberg, Ines A; Henikoff, Steven; Malik, Harmit S

    2016-07-01

    The kinetochore is a multiprotein complex that mediates the attachment of a eukaryotic chromosome to the mitotic spindle. The protein composition of kinetochores is similar across species as divergent as yeast and human. However, recent findings have revealed an unexpected degree of compositional diversity in kinetochores. For example, kinetochore proteins that are essential in some species have been lost in others, whereas new kinetochore proteins have emerged in other lineages. Even in lineages with similar kinetochore composition, individual kinetochore proteins have functionally diverged to acquire either essential or redundant roles. Thus, despite functional conservation, the repertoire of kinetochore proteins has undergone recurrent evolutionary turnover.

  15. Species turnover and geographic distance in an urban river network

    DEFF Research Database (Denmark)

    Rouquette, James R.; Dallimer, Martin; Armsworth, Paul R.

    2013-01-01

    of the habitat or topographic features of the landscape and the means of dispersal of the organism. River networks, in particular in human-modified landscapes, are a striking example of such a situation. Here, we use data for both aquatic and terrestrial organisms across an urban river network to examine...... patterns of species turnover and to determine whether these patterns differ between different taxonomic groups. LocationSheffield area, UK. MethodsAquatic (macroinvertebrates, diatoms) and terrestrial (birds, plants, butterflies) organisms were surveyed at 41 sites across an urban river network. We...

  16. Grassland Degradation Alters Soil Carbon Turnover through Depth

    Science.gov (United States)

    Creamer, C.; Prober, S. M.; Chappell, A.; Farrell, M.; Baldock, J.

    2015-12-01

    Ecosystem degradation is widespread and changes in aboveground plant communities alter belowground soil processes. In Australia, grassy eucalyptus woodlands dominated by kangaroo grasses (Themeda trianda) were widely cleared during European settlement for agriculture, with only fragments remaining of this now threatened ecosystem. As remnant grassland fragments are used for livestock grazing, Themeda transitions through states of degradation, starting with red grasses (Bothriochloa spp) and then proceeding to less productive, increasingly degraded states dominated by either annual exotic weeds or native wallaby grasses (Rytidosperma spp) and spear grasses (Austrastipa spp). The aim of our experiment was to determine how soil organic matter dynamics (including erosion, root biomass, C storage and turnover) have been altered by the transition from deeply-rooted Themeda grass systems to more shallowly-rooted annual exotic weeds and wallaby/spear grass states. We sampled soils in five depth-based increments (0-5, 5-15, 15-30, 30-60, 60-100 cm) across this ecosystem transition at five sites across New South Wales, Australia. Caseium-137 analysis indicated erosion rates were similar among all ecosystems and were consistent with levels for grasslands in the region. Compared to the remnant Themeda grass systems, the degraded states had lower root biomass, lower carbon stocks and C:N ratios in the coarse fraction (> 50 μm), lower fungal : bacterial ratios, higher available phosphate, higher alkyl : O-alkyl C ratios, and faster mineralization of synthetic root-exudate carbon. All these metrics indicate the surprising finding of more microbially processed OM and faster turnover of newly added C in the degraded sites. Compared to one another, the two degraded sites differed in both C and N turnover, with the exotic weeds having higher dissolved organic N, inorganic N, and coarse fraction N, higher fine fraction C stocks, and greater microbial biomass. These differences likely

  17. Influence of orlistat on bone turnover and body composition

    DEFF Research Database (Denmark)

    Gotfredsen, A; Westergren Hendel, H; Andersen, T

    2001-01-01

    of bone mineral and body composition included total bone mineral content (TBMC), total bone mineral density (TBMD), lumbar spine BMC and BMD, forearm BMC and BMD, fat mass (FM), fat free-mass (FFM), percentage fat mass (FM%) as well as a DXA estimate of the body weight. Body composition (FM, FFM and FM...... biochemical variables except s-osteocalcin changed significantly after 1 y in the OLS group, disclosing a pattern of an incipient negative vitamin D balance, a secondary increase in PTH-secretion, and an increase in bone turnover with the emphasis on an increase in resorption parameters (fU-OHpr/creat, f...

  18. Rebirth through supported employment.

    Science.gov (United States)

    Strickler, David C

    2014-06-01

    In this column, the author describes how supported employment was a conduit for employment for him, and allowed for a remarkable journey of recovery, involving discovery and empowerment, incorporation, purpose, and belonging. After two decades of unemployment or underemployment, he began to see that work was possible through supported education at college, where he excelled. Federal and state grants paid for two thirds of his college education. He periodically met with a vocational rehabilitation counselor, who was very encouraging. He also had a case manager through a private psychiatric organization who provided support. The author concludes that the root of his problems was the lack of supports to help him become incorporated into society-a lack that ushered in a host of problems, probably similar to what others experience. When supports were given, many of those symptoms disappeared.

  19. Large centric diatoms allocate more cellular nitrogen to photosynthesis to counter slower RUBISCO turnover rates

    Directory of Open Access Journals (Sweden)

    Yaping eWu

    2014-12-01

    Full Text Available Diatoms contribute ~40% of primary production in the modern ocean and encompass the largest cell size range of any phytoplankton group. Diatom cell size influences their nutrient uptake, photosynthetic light capture, carbon export efficiency, and growth responses to increasing pCO2. We therefore examined nitrogen resource allocations to the key protein complexes mediating photosynthesis across six marine centric diatoms, spanning 5 orders of magnitude in cell volume, under past, current and predicted future pCO2 levels, in balanced growth under nitrogen repletion. Membrane bound photosynthetic protein concentrations declined with cell volume in parallel with cellular concentrations of total protein, total nitrogen and chlorophyll. Larger diatom species, however, allocated a greater fraction (by 3.5 fold of their total cellular nitrogen to the soluble RUBISCO carbon fixation complex than did smaller species. Carbon assimilation per unit of RUBISCO large subunit (C RbcL-1 s-1 decreased with cell volume, from ~8 to ~2 C RbcL-1 s-1 from the smallest to the largest cells. Whilst a higher allocation of cellular nitrogen to RUBISCO in larger cells increases the burden upon their nitrogen metabolism, the higher RUBISCO allocation buffers their lower achieved RUBISCO turnover rate to enable larger diatoms to maintain carbon assimilation rates per total protein comparable to small diatoms. Individual species responded to increased pCO2, but cell size effects outweigh pCO2 responses across the diatom species size range examined. In large diatoms a higher nitrogen cost for RUBISCO exacerbates the higher nitrogen requirements associated with light absorption, so the metabolic cost to maintain photosynthesis is a cell size-dependent trait.

  20. Small business & employment

    OpenAIRE

    Lieshout, Harm van

    2015-01-01

    Understanding SMEs is essential to our aspired succes as an economic partner. Small enterprises are not small big enterprises, and differ substantially among them The key ingredient to our help from education remains the education of a new highly skilled generation of workers … and entrepreneurs. Entrepreneurs do not necessarily want to be employers, and are not necessarily good at it. But to ensure a healthy life in a healthy business, they need to be.

  1. Languages and Employability

    OpenAIRE

    DE SOUSA LOBO BORGES DE ARAUJO LUISA; DINIS MOTA DA COSTA PATRICIA; FLISI SARA; SOTO CALVO ELENA

    2015-01-01

    This report reviews evidence regarding the foreign language competences of European citizens and presents new findings about the relationship between foreign language skills and the likelihood of being in employment. In view of providing research evidence that can inform European Union (EU) policy initiatives, it reviews studies that frame knowledge of languages as a form of human capital, presents descriptive statistics about language knowledge and investigates whether this knowledge is rela...

  2. Soldiers’ employment attitude and employability: An exploratory study

    Directory of Open Access Journals (Sweden)

    Peng Gao

    2015-04-01

    Full Text Available Purpose: Nowadays it is very difficult for Chinese retired soldiers to find proper jobs, and the primary reason is the significant gap between job requirements and soldiers owned job skills. Therefore, it is very important to improve the soldiers’ job skills and enhance their understanding of employment.Design/methodology/approach: This paper expands the study scope from the soldiers’ job skills to the employability, initiatively introduces the employment attitude which has obvious impact on the employment of soldiers, and analyses the influence that employment attitude can play on employability. At last, this paper develops statistical method to find the relationship between soldiers’ employment attitude and employability.Findings: The empirical analysis shows that soldiers’ employment attitude has the positive linkage with employability, which makes the employment attitude a measurable variable for the employability rather than an absolute standard.Research limitations/implications: According to the research purpose, more variables should be considered in the model, consequently, there are only three indicators to describe solders’ employment attitude and four indicators to describe solders’ employability.Originality/value: This paper takes research on soldiers’ employability in a new perspective. The soldiers’ employment attitude is served as the entry point, showing the influence that soldiers’ employment attitude has on employability.

  3. Transformational leadership moderates the relationship between emotional exhaustion and turnover intention among community mental health providers.

    Science.gov (United States)

    Green, Amy E; Miller, Elizabeth A; Aarons, Gregory A

    2013-08-01

    Public sector mental health care providers are at high risk for burnout and emotional exhaustion which negatively affect job performance and client satisfaction with services. Few studies have examined ways to reduce these associations, but transformational leadership may have a positive effect. We examine the relationships between transformational leadership, emotional exhaustion, and turnover intention in a sample of 388 community mental health providers. Emotional exhaustion was positively related to turnover intention, and transformational leadership was negatively related to both emotional exhaustion and turnover intention. Transformational leadership moderated the relationship between emotional exhaustion and turnover intention, indicating that having a transformational leader may buffer the effects of providers' emotional exhaustion on turnover intention. Investing in transformational leadership development for supervisors could reduce emotional exhaustion and turnover among public sector mental health providers.

  4. Turnover, staffing, skill mix, and resident outcomes in a national sample of US nursing homes.

    Science.gov (United States)

    Trinkoff, Alison M; Han, Kihye; Storr, Carla L; Lerner, Nancy; Johantgen, Meg; Gartrell, Kyungsook

    2013-12-01

    The authors examined the relationship of staff turnover to selected nursing home quality outcomes, in the context of staffing and skill mix. Staff turnover is a serious concern in nursing homes as it has been found to adversely affect care. When employee turnover is minimized, better care quality is more likely in nursing homes. Data from the National Nursing Home Survey, a nationally representative sample of US nursing homes, were linked to Nursing Home Compare quality outcomes and analyzed using logistic regression. Nursing homes with high certified nursing assistant turnover had significantly higher odds of pressure ulcers, pain, and urinary tract infections even after controlling for staffing, skill mix, bed size, and ownership. Nurse turnover was associated with twice the odds of pressure ulcers, although this was attenuated when staffing was controlled. This study suggests turnover may be more important in explaining nursing home (NH) outcomes than staffing and skill mix and should therefore be given greater emphasis.

  5. The influence of areas of worklife fit and work-life interference on burnout and turnover intentions among new graduate nurses.

    Science.gov (United States)

    Boamah, Sheila A; Laschinger, Heather

    2016-03-01

    To examine the relationships among the overall person-job match in the six areas of worklife, work-life interference, new nurses' experiences of burnout and intentions to leave their jobs. As a large cohort of nurses approaches retirement, it is important to understand the aspects of the nurses work-life that are related to turnover among new graduate nurses to address the nursing workforce shortage. Secondary analysis of data collected in a cross-sectional survey of 215 registered nurses working in Ontario acute hospitals was conducted using structural equation modelling. The fit indices suggested a reasonably adequate fit of the data to the hypothesised model [χ(2)  = 247, d.f. = 122, P = 0.001, χ(2) /d.f. = 2.32, Incremental Fit Index (IFI) = 0.954, Comparative Fit Index (CFI) = 0.953, Root Mean Square Error of Approximation (RMSEA) = 0.06]. Person-job match in six areas of worklife had a direct negative effect on burnout (emotional exhaustion and cynicism), which in turn had a direct positive effect on turnover intentions. Work-life interference also influenced turnover intentions indirectly through burnout. The study findings demonstrate that new graduate nurses' turnover intentions are a recurring problem, which could be reduced by improving nurses' working conditions. Retention of new graduate nurses could be enhanced by creating supportive working environments to reduce the susceptibility to workplace burnout, and ultimately, lower turnover intentions. Managers must employ strategies to enhance workplace conditions that promote a person-job fit and work-life balance to improve retention of new graduate nurses, and, thereby, lessen the nursing shortage. © 2015 John Wiley & Sons Ltd.

  6. Income distribution, turnover speed and profit rate in Japan, Chile, Netherlands and United States

    OpenAIRE

    Maito, Esteban Ezequiel

    2014-01-01

    This paper analyzes the valorization process in Chile, Japan, Netherlands and United States, estimating advanced constant and variable capital, turnover speed, capital composition and profit rate on total advanced capital. Furthermore, it analyzes the role of turnover speed in the valorization process. In core countries, turnover speed of capital tends to be higher due to a larger development of productive forces. Thus, in Netherlands, United States and Japan there is higher labor share, repr...

  7. Organizational turnover as endogenous precursor of industry dynamics and organizational dissolution

    OpenAIRE

    Cattani, Gino; Pennings, Johannes M.; Wezel, Filippo Carlo

    2002-01-01

    This paper studies the effect of organizational turnover on firm survival within the Dutch accounting service industry during the period 1880-1986. We address three issues: (1) estimating the effect of organizational turnover on organizational dissolution; (2) showing the significance of propinquity in isolating that effect; (3) exposing population dynamics through different levels of analysis. The results of our analysis confirm that turnover is an important endogenous force shaping the evol...

  8. Employment opportunities for the disabled

    NARCIS (Netherlands)

    Delsen, L.W.M.

    1996-01-01

    Policy makers in the OECD Member States have developed quite different programmes and institutional arrangements to create and promote employment opportunities for the disabled. These policy approaches include legal interventions, employment support services, financial support of open employment and

  9. Effect of Epimedium-derived Phytoestrogen on Bone Turnover and Bone Microarchitecture in OVX-induced Osteoporotic Rats

    Institute of Scientific and Technical Information of China (English)

    Songlin PENG; Renyun XIA; Huang FANG; Feng LI; Anmin CHEN; Ge ZHANG; Ling QIN

    2008-01-01

    To investigate the preventive effect of epimedium-defivod phytoestrogen (PE) on osteoporosis induced by ovariectomy (OVX) in rats, 11-month-old female Wistar rats were randomly di- vided into Sham, OVX and PE groups. One week after OVX, daily oral administration of PE (0.4 g·kg-1·day·-1) started in PE group, and rats in Sham and OVX groups were given vehicle accordingly. The administrations lasted for 12 weeks. The biological markers including serum osteocalcin (OC) and urinary deoxypyridinoline (DPD) for bone turnover were evaluated at the end of the 12th week. On the 13th week, all the rats were sacrificed. The right proximal tibiae were removed, subjected to micro CT for determination of trabeonlar bone structure and then bone histomorphometry was per- formed to assess bone remodeling. The OVX rats were in a high bone turnover status as evidenced by increased bone formation markers and bone resorption markers. Treatment with PE could suppress the high bone turnover rate in OVX rats. Micro CT data revealed that PE treatment could ameliorate the deterioration of the micro-architecture of proximal tibiae induced by OVX, as demonstrated by greater bone volume, increased trabecular thickness and less trahecular separation in PE group in comparison with OVX group. The static and dynamic parameters of bone histomorphometry indi- cated that there were significant increases in bone formation variables and significant decreases in bone resorption variables between PE and OVX groups. The findings suggest that PE has a beneficial effect on trabecular bone in OVX rat model and this effect is possibly associated with stimulation of bone formation as well as inhibition of bone resorption.

  10. Liquid Crystal Gel Reduces Age Spots by Promoting Skin Turnover

    Directory of Open Access Journals (Sweden)

    Mina Musashi

    2014-07-01

    Full Text Available Studies have shown that liquid crystals structurally resembling the intercellular lipids in the stratum corneum can beneficially affect the skin when applied topically by stimulating the skin’s natural regenerative functions and accelerating epidermal turnover. In the present study, the effects of applying low concentrations of a liquid crystal gel of our own creation were evaluated using epidermal thickening in mouse skin as an assay for effective stimulation of epidermal turnover. A liquid crystal gel was also applied topically to human facial skin, and analysis was conducted using before-and-after photographs of age spots, measurements of L* values that reflect degree of skin pigmentation, single-layer samples of the stratum corneum obtained via tape-stripping, and measurements of trans-epidermal water loss that reflect the status of the skin’s barrier function. The results suggested that cost-effective creams containing as low as 5% liquid crystal gel might be effective and safely sold as skin care products targeting age spots and other problems relating to uneven skin pigmentation.

  11. Plasma membrane microdomains regulate turnover of transport proteins in yeast

    Science.gov (United States)

    Grossmann, Guido; Malinsky, Jan; Stahlschmidt, Wiebke; Loibl, Martin; Weig-Meckl, Ina; Frommer, Wolf B.; Opekarová, Miroslava; Tanner, Widmar

    2008-01-01

    In this study, we investigate whether the stable segregation of proteins and lipids within the yeast plasma membrane serves a particular biological function. We show that 21 proteins cluster within or associate with the ergosterol-rich membrane compartment of Can1 (MCC). However, proteins of the endocytic machinery are excluded from MCC. In a screen, we identified 28 genes affecting MCC appearance and found that genes involved in lipid biosynthesis and vesicle transport are significantly overrepresented. Deletion of Pil1, a component of eisosomes, or of Nce102, an integral membrane protein of MCC, results in the dissipation of all MCC markers. These deletion mutants also show accelerated endocytosis of MCC-resident permeases Can1 and Fur4. Our data suggest that release from MCC makes these proteins accessible to the endocytic machinery. Addition of arginine to wild-type cells leads to a similar redistribution and increased turnover of Can1. Thus, MCC represents a protective area within the plasma membrane to control turnover of transport proteins. PMID:19064668

  12. Keratins Stabilize Hemidesmosomes through Regulation of β4-Integrin Turnover.

    Science.gov (United States)

    Seltmann, Kristin; Cheng, Fang; Wiche, Gerhard; Eriksson, John E; Magin, Thomas M

    2015-06-01

    Epidermal integrity and wound healing depend on remodeling of cell-matrix contacts including hemidesmosomes. Mutations in β4-integrin and plectin lead to severe epidermolysis bullosa (EB). Whether mutations in keratins K5 or K14, which cause EB simplex, also compromise cell-matrix adhesion through altering hemidesmosomal components is not well investigated. In particular, the dependence of β4-integrin endocytosis and turnover on keratins remains incompletely understood. Here, we show that the absence of keratins causes loss of plectin-β4-integrin interaction and elevated β4-integrin phosphorylation at Ser1354 and Ser1362. This triggered a caveolin-dependent endocytosis of β4-integrin but not of other integrins through Rab5 and Rab11 compartments in keratinocytes. Expressing a phospho-deficient β4-integrin mutant reduces β4-integrin endocytosis and rescues plectin localization in keratin-free cells. β4-integrin phosphorylation in the absence of keratins resulted from elevated Erk1/2 activity downstream of increased EGFR and PKCα signaling. Further, increased Erk1/2 phosphorylation and altered plectin localization occur in keratin-deficient mouse epidermis in vivo. Strikingly, expression of the K14-R125P EBS mutant also resulted in plectin mislocalization and elevated β4-integrin turnover, suggesting disease relevance. Our data underscore a major role of keratins in controlling β4-integrin endocytosis involving a plectin-Erk1/2-dependent mechanism relevant for epidermal differentiation and pathogenesis.

  13. Critical Role of Histone Turnover in Neuronal Transcription and Plasticity.

    Science.gov (United States)

    Maze, Ian; Wenderski, Wendy; Noh, Kyung-Min; Bagot, Rosemary C; Tzavaras, Nikos; Purushothaman, Immanuel; Elsässer, Simon J; Guo, Yin; Ionete, Carolina; Hurd, Yasmin L; Tamminga, Carol A; Halene, Tobias; Farrelly, Lorna; Soshnev, Alexey A; Wen, Duancheng; Rafii, Shahin; Birtwistle, Marc R; Akbarian, Schahram; Buchholz, Bruce A; Blitzer, Robert D; Nestler, Eric J; Yuan, Zuo-Fei; Garcia, Benjamin A; Shen, Li; Molina, Henrik; Allis, C David

    2015-07-01

    Turnover and exchange of nucleosomal histones and their variants, a process long believed to be static in post-replicative cells, remains largely unexplored in brain. Here, we describe a novel mechanistic role for HIRA (histone cell cycle regulator) and proteasomal degradation-associated histone dynamics in the regulation of activity-dependent transcription, synaptic connectivity, and behavior. We uncover a dramatic developmental profile of nucleosome occupancy across the lifespan of both rodents and humans, with the histone variant H3.3 accumulating to near-saturating levels throughout the neuronal genome by mid-adolescence. Despite such accumulation, H3.3-containing nucleosomes remain highly dynamic-in a modification-independent manner-to control neuronal- and glial-specific gene expression patterns throughout life. Manipulating H3.3 dynamics in both embryonic and adult neurons confirmed its essential role in neuronal plasticity and cognition. Our findings establish histone turnover as a critical and previously undocumented regulator of cell type-specific transcription and plasticity in mammalian brain. Copyright © 2015 Elsevier Inc. All rights reserved.

  14. Factors Involved in Extracellular Matrix Turnover in Human Derived Cardiomyocytes

    Directory of Open Access Journals (Sweden)

    Gregori Casals

    2013-11-01

    Full Text Available Background: The molecular mechanisms by which myocardial ischemia translates into ventricular remodeling remain unclear. Methods: We investigated whether hypoxia and proinflammatory cytokines are specific inducers of remodeling signals in an in vitro model of cultured adult human ventricular myocytes (AC16 cells. Results:Hypoxia modified the ratio of matrix remodeling factors by increasing the aminoterminal propeptide of type III procollagen (PIIINP and reducing tissue inhibitor of matrix metalloproteinase type 1 (TIMP-1 secretion in AC16 cells. These effects, however, were not associated with either modifications in expression of matrix metalloproteinase type 2, collagen-I or metalloproteinase activity. Hypoxia does, actually increase the production of the cardiac antifibrogenic growth factors, Apelin and VEGF, through an Hypoxia Inducible Factor type 1-dependent mechanism. Concerning proinflammatory signaling pathways, IL1β emerged as a powerful inducer of matrix turnover, since it significantly enhanced PIIINP, TIMP-1 and hyaluronic acid production and increased metalloproteinase activity. In contrast, TNFα did not modify matrix turnover but markedly induced the production of Apelin and VEGF. Conclusion: Hypoxia and increased TNFα activity likely exert cardioprotective actions by activating the cardiac antifibrogenic factors Apelin and VEGF. In contrast, IL1β is a strong promoter of interstitial collagen remodeling that may contribute to ventricular dilation and heart failure in the ischemic myocardium.

  15. Kappa opioid receptors stimulate phosphoinositide turnover in rat brain

    Energy Technology Data Exchange (ETDEWEB)

    Periyasamy, S.; Hoss, W. (Univ. of Toledo, OH (USA))

    1990-01-01

    The effects of various subtype-selective opioid agonists and antagonists on the phosphoinositide (PI) turnover response were investigated in the rat brain. The {kappa}-agonists U-50,488H and ketocyclazocine produced a concentration-dependent increase in the accumulation of IP's in hippocampal slices. The other {kappa}-agonists Dynorphin-A (1-13) amide, and its protected analog D(Ala){sup 2}-dynorphin-A (1-13) amide also produced a significant increase in the formation of ({sup 3}H)-IP's, whereas the {mu}-selective agonists (D-Ala{sup 2}-N-Me-Phe{sup 4}-Gly{sup 5}-ol)-enkephalin and morphine and the {delta}-selective agonist (D-Pen{sup 2,5})-enkephalin were ineffective. The increase in IP's formation elicited by U-50,488H was partially antagonized by naloxone and more completely antagonized by the {kappa}-selective antagonists nor-binaltorphimine and MR 2266. The formation of IP's induced by U-50,488H varies with the regions of the brain used, being highest in hippocampus and amygdala, and lowest in striatum and pons-medullar. The results indicate that brain {kappa}- but neither {mu}- nor {delta}- receptors are coupled to the PI turnover response.

  16. Nitrogen turnover in drying sediments of an Amazon floodplain lake.

    Science.gov (United States)

    Koschorreck, Matthias

    2005-05-01

    In the Amazon floodplain large areas are subject to annual cycles of drying and rewetting. The turnover of nitrogen in the periodically drying sediments is an important regulator of floodplain fertility. In the present study the transition of a lake sediment from flooded to dry conditions was studied with respect to microbial nitrogen turnover. Soil nitrogen pools, as well as the activity and abundance of denitrifying and nitrifying bacteria, were investigated during one dry season. During the first weeks after drying, most of the inorganic nitrogen vanished from the sediment. The process was inhibited by a nitrification inhibitor, showing that coupled nitrification-denitrification was responsible for the nitrogen loss. Assimilation by plants or microbes, as well as leaching, were not important mechanisms of nitrogen loss. During a period of only 10 days, 59% of the total denitrification and 94% of the total N2O emission during the dry period occurred. Cell numbers of denitrifiers were not correlated with activities. Denitrification was not correlated with other sediment variables but was regulated by the patchy distribution of reduced and oxidized zones in the uppermost centimeters of the sediment. This heterogeneity was probably introduced by the bioturbation of small insects, which was restricted to a rather short time period shortly after drying.

  17. Examining direct service worker turnover in three long-term care industries in Ohio.

    Science.gov (United States)

    Ejaz, Farida K; Bukach, Ashley M; Dawson, Nicole; Gitter, Robert; Judge, Katherine S

    2015-01-01

    This is the first study to examine direct service worker turnover and its predictors across three provider types: nursing homes, home health agencies, and providers of services for the developmentally disabled. Stratified random sampling procedures were used to select provider types across five geographic regions in Ohio. Data were collected from administrative staff. Findings indicated that annual direct service worker turnover did not significantly vary by provider type (mean = 33%). Predictors of turnover related to job burnout, negative social support, and region. Policymakers can promote practices to lower direct service worker turnover such as addressing burnout and increasing support.

  18. 2007 Veterans Employability Research Survey

    Data.gov (United States)

    Department of Veterans Affairs — The 2007 Veterans Employability Research Survey (VERS) was conducted to determine the factors that impact veterans' employability resulting from participation in the...

  19. 2007 Veterans Employability Research Survey

    Data.gov (United States)

    Department of Veterans Affairs — The 2007 Veterans Employability Research Survey (VERS) was conducted to determine the factors that impact veterans' employability resulting from participation in the...

  20. Why Third World urban employers usually prefer men.

    Science.gov (United States)

    Anker, R; Hein, C

    1985-01-01

    Males outnumber female employees by 3 to 1 in the modern sector of developing countries; moreover, women tend to be concentrated in a limited number of occupations. This underrepresentation of women in employment in Third World countries is generally attributed to the restricted supply of qualified women willing and able to work away from home in modern sector occupations. However, this approach pays insufficient attention to the demand for labor and the recruitment policy of employers. Employer concerns and perceptions that limit the overall demand for women workers and thereby reduce their employment opportunities include the need for pregnancy and maternity leave and protection, absenteeism, turnover, and cultural restrictions. Among the factors that contribute to the sexual segmentation of the labor market are protective legislation that excludes women from certain sectors of the labor market, sex-typing of jobs, and employer perceptions that women lack muscular strength, are not effective supervisors, and cannot work well with men. At the same time, women are preferred for certain jobs because of their greater docility, acceptance of lower wages, household-type skills, and sex appeal. The general factor limiting employment opportunities for women is the employer's perception that women are more costly and less productive than male employees. This perception is directly related to women's role in childbearing and rearing, and is reinforced by legislation that places the costs of maternity leave, nursing breaks, and child care directly on the employer. Thus, women's childbearing and family responsibilities not only limit their availability for work but also discourage employers from hiring them.

  1. Graduate Employability: A Conceptual Framework for Understanding Employers' Perceptions

    Science.gov (United States)

    Cai, Yuzhuo

    2013-01-01

    This study provides a conceptual framework for understanding what employers think about the value of graduates with similar educational credentials in the workplace (their employability), using insights from the new institutionalism. In this framework, the development of employers' beliefs about graduates' employability is broken into a number of…

  2. Employment without Growth

    DEFF Research Database (Denmark)

    Nørgaard, Jørgen

    Employment is a central argument for economic growth in the Western world. But environmental problems like global warming points towards limits to growth. The presentation outlines the history of what has lead to this dilemma. Fortunately citizens attitudes now points towards a preference for less...... more work. There are no indication that growth at Western economies increases satisfaction or happiness. A new look at the full economy divides it into professional economy and amateur economy, and it is suggested that a reversal of the trend hitherto to draw still more of the whole economy...

  3. Challenging Scandinavian employment relations

    DEFF Research Database (Denmark)

    Ibsen, Christian Lyhne; Larsen, Trine Pernille; Madsen, Jørgen Steen

    2011-01-01

    and employment relations in the Danish, Norwegian and Swedish public sector. In this paper, we argue that although differences exist across the Scandinavian countries, it is evident that they have managed to adopt and implement NPM-inspired reforms without dismantling their universal welfare services and strong......Building on the convergence/divergence approach, this paper examines whether recent new public management (NPM) inspired reforms entailing inter alia cutbacks in the public sector, marketisation and management by performance measures have had significant implications for service provision...... traditions of collective bargaining in the public sector. However, this restructuring is taking its toll on the work environment....

  4. EMPLOYMENT AND WELFARE

    Directory of Open Access Journals (Sweden)

    Valentina VASILE

    2008-12-01

    Full Text Available In consideration of the Lisbon Agenda, the Romanian Government drew up the National Programme for Reform for 2007-2010, which established national priorities, and ways and tools to achieve economic reform and growth. Transition in Romania implied a complex and extensive system of regulations and institutions for stimulating employment and creating a flexible system of social protection. The new regulations were focused on harmonisation with the Community labour law. Increasing investment in human capital is essential for a competitive and dynamic economy. Besides, labour market policies were formulated for correcting labour market imbalances.

  5. Sales Force Turnover: An Exploratory Study of the Indian Insurance Sector = Prihodek od prodaje: raziskovalna študija o indijskem zavarovalniškem sektorju

    Directory of Open Access Journals (Sweden)

    Suman Pathak

    2010-03-01

    Full Text Available The insurance sector in India is rising rapidly to bring in growthand employment opportunities. Insurance companies are basicallyhuman intensive, and human resources act as an undoubteddifferentiator. Quality manpower and its retention would act as alitmus test. Turnover of sales force has been high because of lowentry and exit barriers. The paper addresses issues of recruitment,retention and turnover of sales force in insurance companies.An attempt is made to integrate them to Maslow’s NeedHierarchy. A survey was conducted among 350 employees whoworked in or had left insurance companies to analyze factors thatinfluenced their decisions and job satisfaction. The data were treatedwith factor analysis. Factors such as Safety & Security, Social &Esteem and Personal Work Style emerged as the influencers tojoin insurance companies. Primary Needs and Social & Self EsteemNeeds were the factors associated with job satisfaction; Stress,Career Advancement and Work Environment emerged as factorsfor leaving the companies.

  6. Work-based identity and work engagement as potential antecedents of task performance and turnover intention: Unravelling a complex relationship

    Directory of Open Access Journals (Sweden)

    F. Chris Bothma

    2012-01-01

    Full Text Available Orientation: Work-based identity, used as a reference to the self, is the answer to the question ’Who am I at work?’ Work-related identities, derived from different social foci through identity formation processes, have as behavioural guides a significant influence on employee behaviour, which, in turn has an impact on work outcomes. Engagement, presented in different conceptualisations, is viewed by practitioners and academic researchers as an important antecedent of employee behaviour.Research purpose: The main purpose of the study was to investigate whether work-based identity and work engagement differed (in combination with personal alienation, helping behaviour and burnout as potential antecedents (amongst numerous others of task performance and turnover intention.Research design: A census-based sampling approach amongst 23 134 employees in the employment of an ICT company yielded a sample of 2429 usable questionnaires. Scales used in the study were the Maslach Burnout Inventory (MBI-HSS-20, Utrecht Work Engagement Scale (UWES, Work-based Identity, Personal Alienation, Helping Behaviour, Turnover Intention and Task Performance Scales.Main findings: The findings indicate that work-based identity and work engagement give similar appearing results as potential predictors of turnover intention and task performance. Practical/managerial implications: Reducing withdrawal behaviours and enhancing work performance are everyday challenges for organisations. Interventions focused on enhancing work-based identity and work engagement in the work environment should have a meaningful impact when these behaviours need to be addressed.Contribution/value-add: Work-based identity as a multidimensional construct has the potential, with further refinement, to become a valuable construct that can play a leading role in future work engagement research.

  7. Life Sciences and employability

    Directory of Open Access Journals (Sweden)

    Wynand J. Boshoff

    2012-03-01

    Full Text Available This article addresses unemployment in rural areas. South Africa is also characterised by skills shortage and high unemployment figures, especially in rural areas as compared to urban areas. The institutional reality of education is that every rural village hosts a high school which is primarily engaged in preparing learners for further studies, whilst the Further Training Colleges (previously known as technical colleges are mainly located in the larger centres. It is with this scenario as a backdrop that the possible role of high schools to alleviate the problem is being argued. It is clear that rural employers do not expect from school leavers to be in possession of applicable knowledge, but rather to be in possession of the ability as well as certain personal characteristics that would make them employable. Unfortunately, however, this is not always found in young persons who have completed their schooling successfully. Life Sciences educators can render a valuable service should certain nontraditional approaches be incorporated into the teaching practice. This will enable them to contribute to solving one of South Africa’s serious problems.

  8. Adult Human Pancreatic Islet Beta-Cells Display Limited Turnover and Long Lifespan as Determined by In-Vivo Thymidine Analog Incorporation and Radiocarbon Dating

    Energy Technology Data Exchange (ETDEWEB)

    Perl, S; Kushner, J A; Buchholz, B A; Meeker, A K; Stein, G M; Hsieh, M; Kirby, M; Pechhold, S; Liu, E H; Harlan, D M; Tisdale, J F

    2010-03-15

    Diabetes mellitus results from an absolute or relative deficiency of insulin producing pancreatic beta-cells. The adult human beta-cell's turnover rate remains unknown. We employed novel techniques to examine adult human islet beta-cell turnover and longevity in vivo. Subjects enrolled in NIH clinical trials received thymidine analogues [iododeoxyuridine (IdU) or bromodeoxyuridine (BrdU)] 8-days to 4-years prior to death. Archival autopsy samples from ten patients (aged 17-74 years) were employed to assess beta-cell turnover by scoring nuclear analog labeling within insulin staining cells. Human adult beta-cell longevity was determined by estimating the cells genomic DNA integration of atmospheric carbon-14 ({sup 14}C). DNA was purified from pancreatic islets isolated from cadaveric donors; whole islet prep DNA was obtained from a 15 year old donor, and purified beta-cell DNA was obtained from two donors (age 48 and 80 years). {sup 14}C levels were then determined using accelerator mass spectrometry (AMS). Cellular 'birth date' was determined by comparing the subject's DNA {sup 14}C content relative to a well-established {sup 14}C atmospheric prevalence curve. In the two subjects less than age 20 years, 1-2% of the beta-cell nuclei co-stained for BrdU/IdU. No beta-cell nuclei co-stained in the eight patients more than 30 years old. Consistent with the BrdU/IdU turnover data, beta-cell DNA {sup 14}C content indicated the cells 'birth date' occurred within the subject's first 30 years of life. Under typical circumstances, adult human beta-cells and their cellular precursors are established by young adulthood.

  9. Bilateral atypical femoral subtrochanteric fractures in a premenopausal patient receiving prolonged bisphosphonate therapy: evidence of severely suppressed bone turnover.

    Science.gov (United States)

    Kondo, Naoki; Yoda, Takuya; Fujisawa, Junichi; Arai, Katsumitsu; Sakuma, Mayumi; Ninomiya, Hiroshi; Sano, Hiroshige; Endo, Naoto

    2015-01-01

    We report a case of bilateral atypical femoral fractures that occurred in a patient who had been taking bisphosphonate long-term. A 36-year-old premenopausal female diagnosed with systemic lupus erythematosus and dermatomyositis had been treated with glucocorticoid and alendronate (5 mg/day) to prevent glucocorticoid-induced osteoporosis. She was taken to our hospital because she could not walk immediately after falling down from the standing position. A plain radiograph showed a subtrochanteric fracture of the left femur. Four months later, she fell again and sustained a contralateral subtrochanteric fracture. For each fracture, a femoral intramedullary nail was inserted. Delayed union was detected in both sides, and revision surgery with an iliac bone graft was required for implant breakage in the right side. Histomorphometric findings for the ilium revealed remarkably decreased osteoid volume with no osteoclasts and a minimally eroded surface, suggesting that bone turnover was severely suppressed. However, histology of the delayed union site revealed callus formation and some osteoclast appearance, suggesting that fracture healing was occurring. In total, it took 29 months (left) and 24 months (right) until fracture healing was achieved, showing delayed union. This case is extremely rare in that patient who presented with atypical femoral fractures in spite of her premenopausal status. The bone histomorphometric findings from this case suggest that severely suppressed bone turnover is associated with atypical femoral subtrochanteric fracture and can cause delayed union in patients treated with alendronate long-term.

  10. Employability Skills Assessment Tool Development

    Science.gov (United States)

    Rasul, Mohamad Sattar; Rauf, Rose Amnah Abd; Mansor, Azlin Norhaini; Puvanasvaran, A. P.

    2012-01-01

    Research nationally and internationally found that technical graduates are lacking in employability skills. As employability skills are crucial in outcome-based education, the main goal of this research is to develop an Employability Skill Assessment Tool to help students and lecturers produce competent graduates in employability skills needed by…

  11. Employment in the Public Sector.

    Science.gov (United States)

    Organisation for Economic Cooperation and Development, Paris (France).

    This report synthesizes the findings from several areas of work undertaken to assess what impact public sector employment has had on both the level and structure of employment. It also examines the impact of the public sector as employer on the labor market from two viewpoints: the level and share of public sector employment and the structure of…

  12. Employability. NIACE Briefing Sheet 88

    Science.gov (United States)

    National Institute of Adult Continuing Education, 2009

    2009-01-01

    Employability skills are central to gaining and keeping employment (e.g. whether paid or unpaid, as an employee or self employed) as well as career progression. The lack of such skills is regularly referred to as one reason for the United Kingdom's often cited long tail of underachievement. Employability skills are at the forefront of government…

  13. Prolonged exercise after diuretic-induced hypohydration: effects on substrate turnover and oxidation.

    Science.gov (United States)

    Roy, B D; Green, H J; Burnett, M

    2000-12-01

    To determine the influence of a diuretic-induced reduction in plasma volume (PV) on substrate turnover and oxidation, 10 healthy young males were studied during 60 min of cycling exercise at 61% peak oxygen uptake on two separate occasions > or =1 wk apart. Exercise was performed under control conditions (CON; placebo), and after 4 days of diuretic administration (DIU; Novotriamazide; 100 mg triamterene and 50 mg hydrochlorothiazide). DIU resulted in a calculated reduction of PV by 14.6 +/- 3.3% (P DIU were higher than for CON. No differences were observed in plasma lactate and serum free fatty acid concentrations either at rest or during exercise. Hypohydration led to lower (P DIU than for CON. A similar decline in plasma insulin occurred with exercise in both conditions. These results indicate that diuretic-induced reductions in PV decreases glucose kinetics during moderate-intensity dynamic exercise in the absence of changes in total carbohydrate and fat oxidation. The specific effect on glucose kinetics depends on the duration of the exercise.

  14. Employment Trajectories Beyond Retirement.

    Science.gov (United States)

    Burkert, Carola; Hochfellner, Daniela

    2017-01-01

    Within the political and academic debate on working longer, post-retirement employment is discussed as an alternative to maintain older workers in the labor market. Our article enhances this discussion by studying determinants of transitions into post-retirement jobs within differing work environments of birth cohorts 1940-1942. We estimate proportional subhazard models accounting for competing risks using unique German social security data linked to pension accounts. Our findings suggest that individuals' preferences to take up post-retirement jobs are not mutually exclusive. Our study provides evidence that taking up post-retirement jobs is related to seeking financial security, continuity, and work ability, suggesting that public policy has to develop target-oriented support through a public policy mix of different measures aligned to the different peer groups in the labor market.

  15. Turnover rate of blood glucose in diabetic KK mice.

    Science.gov (United States)

    Fujimoto, K; Sakaguchi, T; Ui, M

    1981-07-01

    Metabolic rate constants for blood glucose turnover were estimated based on the decay of [U-14C, 6-3H]glucose injected intravenously in genetically diabetic KK mice. Comparison was made with the rate constants similarly obtained with non-diabetic and streptozotocin-induced diabetic ICR mice. Recycling of blood glucose via the Cori cycle, as estimated from the difference in the decay rate between 14C and 3H, was more active in KK mice than in non-diabetic and diabetic ICR mice. The Cori cycle activity was reduced by beta-adrenergic blockade in KK mice and was enhanced by alpha-blockade in ICR mice. It is concluded that predominance of beta-adrenergic functions in KK mice is responsible for activation of the Cori cycle as one of the mechanisms for metabolic resistance to endogenous insulin.

  16. Influence of orlistat on bone turnover and body composition

    DEFF Research Database (Denmark)

    Gotfredsen, A; Westergren Hendel, H; Andersen, T

    2001-01-01

    OBJECTIVE: To investigate the influence of the pancreas lipase inhibitor orlistat (OLS) on calcium metabolism, bone turnover, bone mass, bone density and body composition when given for obesity as adjuvant to an energy- and fat-restricted diet. DESIGN: Randomized controlled double-blinded trial...... of treatment with OLS 120 mg three times daily or placebo for 1 y. SUBJECTS: Thirty obese subjects with a mean body mass index (BMI) of 36.9+/-3.7 kg/m(2) and a mean age of 41+/-11 y. Sixteen patients were assigned to OLS and 14 to placebo. MEASUREMENTS: Dual energy X-ray absorptiometry (DXA) measurements...... of bone mineral and body composition included total bone mineral content (TBMC), total bone mineral density (TBMD), lumbar spine BMC and BMD, forearm BMC and BMD, fat mass (FM), fat free-mass (FFM), percentage fat mass (FM%) as well as a DXA estimate of the body weight. Body composition (FM, FFM and FM...

  17. Ubiquitin-dependent trafficking and turnover of ionotropic glutamate receptors

    Directory of Open Access Journals (Sweden)

    Marisa S Goo

    2015-10-01

    Full Text Available Changes in synaptic strength underlie the basis of learning and memory and are controlled, in part, by the insertion or removal of AMPA-type glutamate receptors at the postsynaptic membrane of excitatory synapses. Once internalized, these receptors may be recycled back to the plasma membrane by subunit-specific interactions with other proteins or by post-translational modifications such as phosphorylation. Alternatively, these receptors may be targeted for destruction by multiple degradation pathways in the cell. Ubiquitination, another post-translational modification, has recently emerged as a key signal that regulates the recycling and trafficking of glutamate receptors. In this review, we will discuss recent findings on the role of ubiquitination in the trafficking and turnover of ionotropic glutamate receptors and plasticity of excitatory synapses.

  18. Bone turnover markers in patients with type 1 Gaucher disease

    Directory of Open Access Journals (Sweden)

    Gaetano Giuffrida

    2012-11-01

    Full Text Available Bone complications occur frequently in Gaucher disease (GD and reduce the quality of life of these patients. Skeletal involvement is an important indication for treatment to ameliorate symptoms and reduce the risk of irreversible and debilitating disease. Bone biomarkers have been used to assess disease status and the response to therapy in a number of bone disorders. Here, we examine the literature for evidence of abnormalities in bone turnover markers in patients with type 1 GD to assess whether they might be useful for the assessment of bone involvement in GD. We have found that bone biomarkers in GD show highly variable results which do not currently support their routine use for clinical assessment of bone status, as an indication for therapy initiation, or for monitoring the response to therapy. A greater understanding of bone markers and their relation to the bone manifestations of GD is required.

  19. Dynamics of axon fasciculation in the presence of neuronal turnover

    CERN Document Server

    Chaudhuri, Debasish; Mohanty, P K; Zapotocky, Martin

    2008-01-01

    We formulate and characterize a model aiming to describe the formation of fascicles of axons mediated by contact axon-axon interactions. The growing axons are represented as interacting directed random walks in two spatial dimensions. To mimic axonal turnover in the mammalian olfactory system, the random walkers are injected and removed at specified rates. In the dynamical steady state, the position-dependent distribution of fascicle sizes obeys a scaling law. We identify several distinct time scales that emerge from the dynamics, are sensitive functions of the microscopic parameters of the model, and can exceed the average axonal lifetime by orders of magnitude. We discuss our findings in terms of an analytically tractable, effective model of fascicle dynamics.

  20. [New approved markers of bone turnover for osteoporosis in Japan].

    Science.gov (United States)

    Miki, Takami; Masaki, Hideki

    2012-06-01

    Various markers of bone turnover are already under clinical use in Japan, and mostly for clinical investigation in some countries. Standard values including ranges and variations are summarized in the previous edition of the guideline. The information of additional new markers adapted by government is summarized including clinical features in the new edition 2012. Among the new markers, the methods for measurement for TRACP-5b and ucOC are developed in Japan. As P1NP and TRACP-5b levels are not affected by meals, biological variations are smaller compared with other markers. ucOC is unique because it is to evaluate vitamin K insufficiency for bone. New bone markers adapted in the Japanese guideline 2012 will facilitate clinicians to utilize of metabolic markers of bone for osteoporosis treatment.

  1. Examining the Job Search-Turnover Relationship: The Role of Embeddedness, Job Satisfaction, and Available Alternatives

    Science.gov (United States)

    Swider, Brian W.; Boswell, Wendy R.; Zimmerman, Ryan D.

    2011-01-01

    This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search-turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These…

  2. Why turnover matters in self-managing work teams : Learning, social integration, and task flexibility

    NARCIS (Netherlands)

    van der Vegt, G.S.; Bunderson, S.; Kuipers, B.

    This study considers how turnover in self-managing work teams influences the team interaction processes that promote effective task accomplishment. Drawing from research on self-managing work teams and group process, the authors propose that team turnover affects performance in self-managing teams

  3. The Effects of Autonomy and Empowerment on Employee Turnover: Test of a Multilevel Model in Teams

    Science.gov (United States)

    Liu, Dong; Zhang, Shu; Wang, Lei; Lee, Thomas W.

    2011-01-01

    Extending research on voluntary turnover in the team setting, this study adopts a multilevel self-determination theoretical approach to examine the unique roles of individual and social-contextual motivational precursors, autonomy orientation and autonomy support, in reducing team member voluntary turnover. Analysis of multilevel time-lagged data…

  4. Happily ever after?: Explaining turnover and retirement intentions of older workers in The Netherlands

    NARCIS (Netherlands)

    M. Fleischmann (Maria); J.F. Ybema (Jan Fekke); F. Koster (Ferry)

    2013-01-01

    markdownabstractPurpose: This paper aims to provide an empirical test of theories proposed in the literature stating that turnover and retirement (two kinds of work withdrawal) involve different employee decisions. It also aims to provide a more general theoretical framework understanding turnover a

  5. Why turnover matters in self-managing work teams : Learning, social integration, and task flexibility

    NARCIS (Netherlands)

    van der Vegt, G.S.; Bunderson, S.; Kuipers, B.

    2010-01-01

    This study considers how turnover in self-managing work teams influences the team interaction processes that promote effective task accomplishment. Drawing from research on self-managing work teams and group process, the authors propose that team turnover affects performance in self-managing teams b

  6. Team turnover and task conflict: A longitudinal study on the moderating effects of collective experience

    NARCIS (Netherlands)

    Kuypers, A.P.A.; Günter, H.; van Emmerik, I.H.

    2015-01-01

    Team turnover can be harmful to a team in many ways. This study examined whether a team’s collective experience (team organizational tenure) attenuates the association between team turnover and task conflict changes. Differing from prior research, our study used a longitudinal design to assess the e

  7. Examining the Job Search-Turnover Relationship: The Role of Embeddedness, Job Satisfaction, and Available Alternatives

    Science.gov (United States)

    Swider, Brian W.; Boswell, Wendy R.; Zimmerman, Ryan D.

    2011-01-01

    This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search-turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These…

  8. A Study on the Employee Turnover Antecedents in ITES/BPO Sector

    Science.gov (United States)

    Sree Rekha, K. R.; Kamalanabhan, T. J.

    2010-01-01

    This paper aims at testing a conceptual model connecting variables of the internal and external work environment to ITES/BPO employee turnover. Based on the gaps identified from the literature that no single model explains in a comprehensive way as to why, people choose to leave and the lack of turnover studies on call centers located in India.…

  9. Dynamic Effects of Teacher Turnover on the Quality of Instruction. Working Paper 170

    Science.gov (United States)

    Hanushek, Eric A.; Rivkin, Steven G.; Schiman, Jeffrey C.

    2016-01-01

    It is widely believed that teacher turnover adversely affects the quality of instruction in urban schools serving predominantly disadvantaged children, and a growing body of research investigates various components of turnover effects. The evidence at first seems contradictory, as the quality of instruction appears to decline following turnover…

  10. An Exploratory Study of the Role of Human Resource Management in Models of Employee Turnover

    Science.gov (United States)

    Ozolina-Ozola, Iveta

    2016-01-01

    The purpose of this paper is to present the study results of the human resource management role in the voluntary employee turnover models. The mixed methods design was applied. On the basis of the results of the search and evaluation of publications, the 16 models of employee turnover were selected. Applying the method of content analysis, the…

  11. Full length RTN3 regulates turnover of tubular endoplasmic reticulum via selective autophagy

    NARCIS (Netherlands)

    Grumati, Paolo; Morozzi, Giulio; Hölper, Soraya; Mari, Muriel; Harwardt, Marie-Lena I. E.; Yan, Riqiang; Müller, Stefan; Reggiori, Fulvio; Heilemann, Mike; Dikic, Ivan

    2017-01-01

    The turnover of endoplasmic reticulum (ER) ensures the correct biological activity of its distinct domains. In mammalian cells, the ER is degraded via a selective autophagy pathway (ER-phagy), mediated by two specific receptors: FAM134B, responsible for the turnover of ER sheets and SEC62 that

  12. Labour turnover and its effects on performance : an empirical test using firm data

    NARCIS (Netherlands)

    Glebbeek, A.C.; Bax, E.H.

    2002-01-01

    In this article we test the hypothesis that the relationship between labour turnover and the economic performance of the firm is bell-shaped: a turnover level too low has a negative effect and likewise does a level too high. Our analysis is based on economic performance data of 110 offices of a temp

  13. Organizational turnover as endogenous precursor of industry dynamics and organizational dissolution

    NARCIS (Netherlands)

    Cattani, Gino; Pennings, Johannes M.; Wezel, Filippo Carlo

    2002-01-01

    This paper studies the effect of organizational turnover on firm survival within the Dutch accounting service industry during the period 1880-1986. We address three issues: (1) estimating the effect of organizational turnover on organizational dissolution; (2) showing the significance of propinquity

  14. Short-Term Effects of Midseason Coach Turnover on Team Performance in Soccer

    Science.gov (United States)

    Balduck, Anne-Line; Buelens, Marc; Philippaerts, Renaat

    2010-01-01

    The present study addressed the issue of short-term performance effects of midseason coach turnover in soccer. The goal of this study was to examine this effect on subsequent short-term team performance. The purposes of this study were to (a) examine whether midseason coach turnover improved results in the short term, and (b) examine how team…

  15. Horizontal and vertical species turnover in tropical birds in habitats with differing land use.

    Science.gov (United States)

    Sreekar, Rachakonda; Corlett, Richard T; Dayananda, Salindra; Goodale, Uromi Manage; Kilpatrick, Adam; Kotagama, Sarath W; Koh, Lian Pin; Goodale, Eben

    2017-05-01

    Large tracts of tropical rainforests are being converted into intensive agricultural lands. Such anthropogenic disturbances are known to reduce species turnover across horizontal distances. But it is not known if they can also reduce species turnover across vertical distances (elevation), which have steeper climatic differences. We measured turnover in birds across horizontal and vertical sampling transects in three land-use types of Sri Lanka: protected forest, reserve buffer and intensive-agriculture, from 90 to 2100 m a.s.l. Bird turnover rates across horizontal distances were similar across all habitats, and much less than vertical turnover rates. Vertical turnover rates were not similar across habitats. Forest had higher turnover rates than the other two habitats for all bird species. Buffer and intensive-agriculture had similar turnover rates, even though buffer habitats were situated at the forest edge. Therefore, our results demonstrate the crucial importance of conserving primary forest across the full elevational range available. © 2017 The Author(s).

  16. Short-Term Effects of Midseason Coach Turnover on Team Performance in Soccer

    Science.gov (United States)

    Balduck, Anne-Line; Buelens, Marc; Philippaerts, Renaat

    2010-01-01

    The present study addressed the issue of short-term performance effects of midseason coach turnover in soccer. The goal of this study was to examine this effect on subsequent short-term team performance. The purposes of this study were to (a) examine whether midseason coach turnover improved results in the short term, and (b) examine how team…

  17. Nursing Home Staff Turnover: Impact on Nursing Home Compare Quality Measures

    Science.gov (United States)

    Castle, Nicholas G.; Engberg, John; Men, Aiju

    2007-01-01

    Purpose: We used data from a large sample of nursing homes to examine the association between staff turnover and quality. Design and Methods: The staff turnover measures came from primary data collected from 2,840 nursing homes in 2004 (representing a 71% response rate). Data collection included measures for nurse aides, licensed practical nurses,…

  18. Nurse turnover in New Zealand: costs and relationships with staffing practises and patient outcomes.

    Science.gov (United States)

    North, Nicola; Leung, William; Ashton, Toni; Rasmussen, Erling; Hughes, Frances; Finlayson, Mary

    2013-04-01

    To determine the rates and costs of nurse turnover, the relationships with staffing practises, and the impacts on outcomes for nurses and patients. In the context of nursing shortages, information on the rates and costs of nursing turnover can improve nursing staff management and quality of care. Quantitative and qualitative data were collected prospectively for 12 months. A re-analysis of these data used descriptive statistics and correlational analysis techniques. The cost per registered nurse turnover represents half an average salary. The highest costs were related to temporary cover, followed by productivity loss. Both are associated with adverse patient events. Flexible management of nursing resources (staffing below budgeted levels and reliance on temporary cover), and a reliance on new graduates and international recruitment to replace nurses who left, contributed to turnover and costs. Nurse turnover is embedded in staffing levels and practises, with costs attributable to both. A culture of turnover was found that is inconsistent with nursing as a knowledge workforce. Nurse managers did not challenge flexible staffing practices and high turnover rates. Information on turnover and costs is needed to develop strategies that retain nurses as knowledge-based workers. © 2012 Blackwell Publishing Ltd.

  19. Academic Staff Turnover Intention in Madda Walabu University, Bale Zone, South-East Ethiopia

    Science.gov (United States)

    Yimer, Ibrahim; Nega, Rahel; Ganfure, Gemechu

    2017-01-01

    Turnover is a voluntary cessation of membership of an organization by an employee. Employee retention is one of the challenges facing several organizations in both the developed and developing countries of the world. It is profitable to proactively react for possible staff turnover intentions. This research was carried out to determine the…

  20. Organizational turnover as endogenous precursor of industry dynamics and organizational dissolution

    NARCIS (Netherlands)

    Cattani, Gino; Pennings, Johannes M.; Wezel, Filippo Carlo

    2002-01-01

    This paper studies the effect of organizational turnover on firm survival within the Dutch accounting service industry during the period 1880-1986. We address three issues: (1) estimating the effect of organizational turnover on organizational dissolution; (2) showing the significance of propinquity

  1. Cereal aphid colony turnover and persistence in winter wheat.

    Directory of Open Access Journals (Sweden)

    Linton Winder

    Full Text Available An understanding of spatial and temporal processes in agricultural ecosystems provides a basis for rational decision-making with regards to the management and husbandry of crops, supporting the implementation of integrated farming strategies. In this study we investigated the spatial and temporal distribution of aphid pests (Sitobion avenae and Metopolophium dirhodum within winter wheat fields. Using an intensive sampling programme we investigated distributions at both the small (single shoot and large (field scales. Within two fields, a grid with 82 locations was established (area 120 m by 168 m. At each location, 25 shoots were individually marked and aphid counts by observation conducted on 21 and 22 occasions as the crop matured, resulting in 43,050 and 45,100 counts being conducted in the two fields respectively. We quantified field scale spatial distributions, demonstrating that spatial pattern generally emerged, with temporal stability being both species- and field- dependent. We then measured turnover of colonies at the small (individual shoot and large (field scales by comparing consecutive pairs of sampling occasions. Four turnover categories were defined: Empty (no aphids recorded on either occasion; Colonised (aphids recorded on the second occasion but not the first; Extinction (aphids recorded on the first occasion but not the second; Stable (aphids recorded on both occasions. At the field scale, population stability soon established, but, at the small scale there was a consistently high proportion of unoccupied shoots with considerable colonisation and extinction and low stability. The redistribution of aphids within the crop at the local scale is a vulnerability which could be used to disrupt population development--by mediating exposure to ground-active natural enemies and by incurring a metabolic cost caused by the physiological demands to re-establish on a nearby host plant.

  2. Job Satisfaction and Employee Turnover: A Firm-Level Perspective

    OpenAIRE

    Frederiksen, Anders

    2015-01-01

    In this paper, I study an employment situation where the employer and the employees cooperate about the implementation of a job satisfaction survey. Cooperation is valuable because it improves the firm's ability to predict employee quits, but it is only an equilibrium outcome because the employer-employee relation is repeated and long-term. Using a unique combination of firm-level data and information from job satisfaction surveys, the empirical analysis reveals that the cooperation reduces t...

  3. Predicting Nurses' Turnover: The Aversive Effects of Decreased Identity, Poor Interpersonal Communication, and Learned Helplessness.

    Science.gov (United States)

    Moreland, Jennifer J; Ewoldsen, David R; Albert, Nancy M; Kosicki, Gerald M; Clayton, Margaret F

    2015-01-01

    Through a social identity theoretical lens, this study examines how nurses' identification with their working small group, unit, or floor, nursing role (e.g., staff ER nurse, nurse practitioner), and nursing profession relate to nurses' interaction involvement, willingness to confront conflict, feelings of learned helplessness, and tenure (employment turnover) intentions. A cross-sectional survey (N = 466) was conducted at a large, quaternary care hospital system. Structural equation modeling uncovered direct and indirect effects between the five primary variables. Findings demonstrate direct relationships between nurse identity (as a latent variable) and interaction involvement, willingness to confront conflict, and tenure intentions. Feelings of learned helplessness are attenuated by increased nurse identity through interaction involvement and willingness to confront conflict. In addition, willingness to confront conflict and learned helplessness mediate the relationship between interaction involvement and nurses' tenure intentions. Theoretical extensions include indirect links between nurse identity and learned helplessness via interaction involvement and willingness to confront conflict. Implications for interpersonal communication theory development, health communication, and the nursing profession are discussed.

  4. Are nursing home survey deficiencies higher in facilities with greater staff turnover.

    Science.gov (United States)

    Lerner, Nancy B; Johantgen, Meg; Trinkoff, Alison M; Storr, Carla L; Han, Kihye

    2014-02-01

    To examine CNA and licensed nurse (RN+LPN/LVN) turnover in relation to numbers of deficiencies in nursing homes. A secondary data analysis of information from the National Nursing Home Survey (NNHS) and contemporaneous data from the Online Survey, Certification and Reporting (OSCAR) database. Data were linked by facility as the unit of analysis to determine the relationship of CNA and licensed nurse turnover on nursing home deficiencies. The 2004 NNHS used a multistage sampling strategy to generate a final sample of 1174 nursing homes, which represent 16,100 NHs in the United States. This study focused on the 1151 NNHS facilities with complete deficiency data. Turnover was defined as the total CNAs/licensed nurse full-time equivalents (FTEs) who left during the preceding 3 months (full- and part-time) divided by the total FTE. NHs with high turnover were defined as those with rates above the 75th percentile (25.3% for CNA turnover and 17.9% for licensed nurse turnover) versus all other facilities. This study used selected OSCAR deficiencies from the Quality of Care, Quality of Life, and Resident Behavior categories, which are considered to be more closely related to nursing care. We defined NHs with high deficiencies as those with numbers of deficiencies above the 75th percentile versus all others. Using SUDAAN PROC RLOGIST, we included NNHS sampling design effects and examined associations of CNA/licensed nurse turnover with NH deficiencies, adjusting for staffing, skill mix, bed size, and ownership in binomial logistic regression models. High CNA turnover was associated with high numbers of Quality of Care (OR 1.53, 95% CI 1.10-2.13), Resident Behavior (OR 1.42, 95% CI 1.03-1.97) and total selected deficiencies (OR 1.54, 95% CI 1.12-2.12). Licensed nurse turnover was significantly related to Quality of Care deficiencies (OR 2.06, 95% CI 1.50-2.82) and total selected deficiencies (OR 1.71, 95% CI 1.25-2.33). When both CNA turnover and licensed nurse turnover were

  5. The relationship between family-to-work conflict of employee and co-workers' turnover intention

    Directory of Open Access Journals (Sweden)

    Tavakol Sharafi

    2012-01-01

    Full Text Available Previous studies have convincingly shown that employees' family lives can affect their work outcomes. We investigate whether family-to-work conflict (FWC experienced by the employee also affects the turnover intention of a co-worker. We predict that the employee's FWC has an effect on the co-worker's turnover intention through the crossover of positive and negative work attitudes. Using a sample of 154 co-worker dyads, we found that the employee FWC was positively related to co-worker turnover intention through the crossover of (reduced work engagement. Results show that family matters at work, affecting employee. In addition, employee's job engagement was positively related to his (her co-worker job engagement and it was negatively related co-worker turnover intention and employee's FWC was not positively related to co-worker turnover intention trough the crossover of (reduced feelings of engagement.

  6. Roles of perceived exchange quality and organisational identification in predicting turnover intention

    Directory of Open Access Journals (Sweden)

    Manish Kumar

    2012-03-01

    Full Text Available This paper explores whether the perceived quality of the leader–member exchange and the general environment of exchange could predict turnover intention. It further examines the role of organisational identification as an explanatory variable mediating between exchange relationships and turnover intention. The authors used three-step hierarchical linear regressions on a data set collected in two time waves. The results supported the mediating role of organisational identification for the leader–member exchange and turnover intention relationship as well as the general environment of exchange and turnover intention relationship. Moreover, as was expected, the general exchange quality had a greater impact on organisational identification compared to the leader–member exchange quality. However, the findings did not confirm the expected trend in the case of two exchange variables predicting turnover intention.

  7. Perceived Work Conditions and Turnover Intentions: The Mediating Role of Meaning of Work.

    Science.gov (United States)

    Arnoux-Nicolas, Caroline; Sovet, Laurent; Lhotellier, Lin; Di Fabio, Annamaria; Bernaud, Jean-Luc

    2016-01-01

    Perceived working conditions lead to various negative outcomes for employee behaviors, including turnover intentions. Although potential mediators for these relationships were previously identified, the importance of meaning of work has not yet been investigated. This study examines the role of this psychological resource as a mediator for the relationships between perceived working conditions and turnover intentions in a sample of 336 French workers from different job contexts. Results show that adverse working conditions were positively and significantly associated with turnover intentions. Meaning of work is negatively related to both perceived working conditions and turnover intentions. Mediation analyses for meaning of work demonstrated indirect effects of several adverse working conditions on turnover intentions. The role of meaning of work as a psychological resource for employees facing adverse working conditions is discussed, especially regarding its implications for research and practice within organizational contexts.

  8. Research on Turnover Intention and Countermeasure of Key Employees in Xuzhou Coal Mining Groups

    Directory of Open Access Journals (Sweden)

    Gao Lehong

    2012-11-01

    Full Text Available In this study, we have a research of the turnover intention and countermeasure of key employees in xuzhou coal mining groups. Linear Structural Equation model (LISREL is used for the variable path analysis and a job satisfaction research has been done to reveale which variable is affect the key employee turnover entention significantly. Statistics show that the factors conversion cost, job satisfaction, compensation, opportunity, dull work, the colleague support degree, friends support degree have a significant influence on turnover intention of key employees. The staffs are dissatisfied with salary, welfare, promotion, communication in enterprise. The employee, who work in administer department, with high education background and no more than 5 year’s work experience and lower in administer level, no more than 2000 yuan income, have a stronger turnover intention. According to the results of the survey, the enterprise make a relevant management measures and achieved good effectiveness on prevent the key employees from turnovering.

  9. Antecedents and consequence of employee turnover intention: Empirical evidence from Ghana

    Directory of Open Access Journals (Sweden)

    Michael A. Gyensare

    2015-08-01

    Full Text Available Guided by the theory of reasoned action, this study found support for the hypothesized inverse relationship between work-related factors and employee turnover intention on the one hand, and turnover intention and perceptions of accountable absence legitimacy on the other hand. Specifically, the higher employees’ turnover intent, the lower their perceptions about the accountability of their absence behavior and vice versa. The findings highlight the need to consider turnover intention as a salient construct that plays a dual role, first as a consequence variable to job satisfaction, affective and normative commitments, and next as an antecedent to accountable absence legitimacy in the workplace. The article concludes with a discussion on the significance of lessening employee turnover intent as a means of mitigating the perceptions of absence legitimacy in the workplace.

  10. THE BANGLADESHI EMPLOYMENT SECTOR: EMPLOYER PERSPECTIVES CONCERNING ENGLISH PROFICIENCY

    OpenAIRE

    Rubina Khan; Tazin Aziz Chaudhury

    2012-01-01

    Abstract: This paper presents a brief summary of a study which was carried out to investigate how employers representing major employment sectors in the Bangladeshi Industry view the skills and English proficiency level of the current employees. Opinions were also solicited on what skills are required for fresh recruits. Semi-structured interviews were conducted with 30 employers representing the major employment sectors in Bangladeshi Industry. Results revealed the importance of English as a...

  11. Soil and vegetation carbon turnover times across forest biomes in eastern China

    Science.gov (United States)

    Wang, Jingsong; Niu, Shuli

    2017-04-01

    1. Resent studies reveal that terrestrial biosphere is now a net carbon (C) sink for atmospheric C dixoide (CO2), however, whether this C sink can persist with climate change is still uncertain. Such uncertainty comes not only from C input, but also largely from C turnover times in an ecosystem. Knowledge of C turnover times is critical for modelling C cycle and evaluating C sink potential. Our current understanding of how long C can be stored in soils and vegetation and what are their controlling factors are still poorly understood. 2. We used C stocks from 1087 plots in soils and 2753 plots in vegetation and investigated the spatial patterns and controlling factors of C turnover times across the forest transect in the eastern China. 3. Our results showed a clear latitudinal pattern of C turnover times, with the lowest turnover times in the low-latitude zones and highest values in the high-latitude. Mean annual temperature (MAT) and mean annual precipitation (MAP) were the most important controlling factors on the soil C turnover times while forest age accounted for the most majority of variations in the vegetation C turnover times. Our findings also indicated that forest origin (planted forest, natural forest) was also responsible for the variations of vegetation C turnover times while forest type and soil properties were not the dominant controlling factors. 4. Our study highlights different dominant controlling factors on the soils and vegetation C turnover times and different mechanisms underlying above- and below-ground C turnover. The findings can help to better understand and reduce the large uncertainty in predictive models of the coupled carbon-climate system.

  12. Nursing staff turnover at a Swedish university hospital: an exploratory study.

    Science.gov (United States)

    Sellgren, Stina F; Kajermo, Kerstin N; Ekvall, Göran; Tomson, Göran

    2009-11-01

    The aim was to explore opinions on individual needs and other factors that may influence nursing staff turnover. High staff turnover is a great problem for many hospitals. It is shown to have a negative effect on the quality of nursing care and to increase hospital costs. In 2004 in a large university hospital in Sweden five focus group discussions (FGDs) including department heads (1), nursing managers (2) and members of nursing staff (2) were carried out. The questions to be addressed were 'Why do nurses leave?' and 'Why do nurses stay?' In addition, register data of staff turnover for 2002-2003 were analysed in relation to different facts about the units, such as number of employees, type of care and medical specialty. Categories of opinions identified in the FGDs were compared with results of the statistical analyses on the relationship between staff turnover and unit parameters to identify overall factors that may influence on nurse staff turnover. Four major factors were identified as having a possible influence on staff turnover: 'intrinsic values of motivation', 'work load', 'unit size 'and 'leadership'. Smaller units had lower staff turnover as well as outpatient units and day care. It was not possible to compare statements from participants from smaller units with those from participants from larger units. Two factors had diverging data, 'salary' and 'spirit of the time'. A surprising finding was the little mention of patient care in relation to staff turnover. It is important for managers to ensure that intrinsic values of nurses are met to minimise the risk for high turnover rates. Inpatient care must receive adequate staffing and nursing care could be organised into smaller units or work teams to avoid dissatisfaction and high turnover.

  13. A Conceptual Understanding of Employability: The Employers' View in Rwanda

    Science.gov (United States)

    Bamwesiga, Penelope Mbabazi

    2013-01-01

    Many governments believe that investing in human capital should increase citizens' employability, which is why it is often presented as a solution to the problems of knowledge-based economies and societies, rising unemployment rates and economic competiveness. The aim of this study is to understand employers' views regarding the employability of…

  14. Disability and Supported Employment: Impact on Employment, Income, and Allowances

    Science.gov (United States)

    Germundsson, Per; Gustafsson, Johanna; Lind, Martin; Danermark, Berth

    2012-01-01

    In this article, we examine supported employment and its impact on the level of employment, disposable income, and sum of allowances, targeting a group of individuals with disabilities. We have particularly focused on individuals with psychiatric disabilities. Supported employment is a vocational rehabilitation service with an empowerment approach…

  15. EFFECT OF THIOPROPANOL ON AMINO ACID TURNOVER AND REDOX STATUS IN ALLOXAN DIABETIC RAT LIVER

    Directory of Open Access Journals (Sweden)

    Vickram

    2016-07-01

    Full Text Available BACKGROUND Decreased cellular thiol levels seen in diabetes mellitus (DM may be in part attributed to increased free radical generation. The free radical mediated oxidative stress has been implicated in the pathogenesis of DM and its complications. The relative deficiency or non-availability of insulin in DM affects the metabolism of biomolecules, specifically the carbohydrate metabolism. The insulin-mimicking actions of various thiols have been studied. In our previous study, we have documented that 3-mercapto- 1-propanol (Thiopropanol, a low molecular weight thiol, at the dosage employed has increased glucose utilisation in alloxandiabetic rat liver tissue probably by favouring utilisation of glucose through glycolysis and HMP pathway. It is known that insulin inhibits gluconeogenesis by inhibiting the key enzymes of the same and by controlling the channelling of amino acids for the glucose biosynthesis through gluconeogenic pathway. A study was undertaken to assess the effects of thiopropanol (TP on amino acid turnover and the redox status in alloxan diabetic rat liver. METHODS Male albino rats weighing 150-250 g were used. Diabetes was induced using alloxan monohydrate. Rats were divided into normal and diabetic groups. Levels of amino acid nitrogen (AAN, alanine, total thiol (-SH groups, TBARS (Thiobarbituric acid reactive substances, and activities of alanine transaminase (ALT and aspartate transaminase (AST were estimated in liver specimens of normal, control-alloxan diabetic and TP-exposed-alloxan-diabetic rats. RESULTS The results showed a significant increase (p<0.001 in AAN levels, alanine levels, and total -SH groups concentration; and a significant decrease (p<0.001 in TBARS levels, ALT and AST activities in TP-exposed-alloxan diabetic liver slices as compared to control-alloxan diabetic liver slices. CONCLUSIONS Hence, it may be concluded that TP, at the concentration employed, inhibits gluconeogenesis from amino acids probably by

  16. Office of Disability Employment Policy

    Science.gov (United States)

    ... OF LABOR Facebook Twitter RSS Email Office of Disability Employment Policy (ODEP) Menu About ODEP About ODEP ... Youth in Transition Publications for Order and Download Disability Statistics September 2017 Disability Employment Statistics Ages 16 ...

  17. Employment relations, flexibility and risk

    DEFF Research Database (Denmark)

    Jensen, Carsten Strøby

    Employment relations literature often distinguishes between social democratic/corporatist models of employment relations and liberal models of employment relations as they are seen as opposite or at least different ways of organizing labor markets. They are often characterized as having very...... different risk profiles in terms of relationships between employees, employers, and the state. Low levels of labor market regulation very often characterize the liberal models of employment relations as we know them from, for instance, the USA and the UK. This means that employment conditions are very often...... insecure and that the burden of unemployment risk mostly lies with the employees rather than the employer. Corporatist – or social democratic – employment relations models are, in contrast to the liberal models, often characterized by stricter regulation of the labor market and by high standards...

  18. Single-employer Pension Plans

    Data.gov (United States)

    Pension Benefit Guaranty Corporation — This spreadsheet lists the active single-employer pensions plans insured by PBGC. Plans are identified by name, employer identification number (EIN) and plan number...

  19. Temporal Assemblage Turnovers of Foraminiferal Communities from the Caribbean, United Kingdom and Mediterranean regions

    Science.gov (United States)

    Costelloe, Ashleigh; Wilson, Brent

    2016-04-01

    Temporal assemblage turnovers of intertidal foraminiferal communities were quantitatively determined using the assemblage turnover index (ATI), and contributing species were identified using the conditioned on-boundary index (CoBI). The live foraminiferal communities were examined as metacommunities (all stations) and assemblages (groups of stations defined by cluster analysis) over one and two year periods at Caroni Swamp, Claxton Bay (E Trinidad), Cowpen Marsh (NE England) and Bay of Cádiz (SW Spain). Major assemblage turnovers (when ATI > x + σ) of the Caroni Swamp metacommunity and assemblages coincided with seasonal changes from dry to wet conditions in 2011 and 2012. The abundant species (Ammonia tepida, Ammotium salsum, Arenoparella mexicana, Trochammina advena, Trochammina laevigata and Trochammina inflata) contributed the most to assemblage turnovers but showed no preference to either dry or wet conditions. At Claxton Bay major assemblage turnovers of the metacommunity and mid assemblage coincided with seasonal change and calcareous species (A. tepida and Triloculina oblonga) increased during wet conditions and decreased during dry conditions, while agglutinated species (T. advena and A. salsum) fluctuated oppositely. At Cowpen Marsh major assemblage turnovers of the metacommunity coincided with the start of summer and winter. Assemblages at higher elevations (mainly Jadammina macrescens and Haplophragmoides spp.) were responsible for the summer turnover, while the winter turnover was led by the assemblage at lower elevations (mainly Haynesina germanica, Elphidium earlandi, Elphidium williamsoni, Elphidium excavatum and Quinqueloculina spp.). At Bay of Cádiz, the foraminiferal assemblage at a tidal height of 1.5 to 1.7 m above the hydrographic zero was examined within three separate plots, and the seasonal occurrence of assemblage turnovers differed between plots. Thus, replicate samples and multiple plots may be necessary to overcome spatial

  20. Employer Training Needs in Hawaii

    OpenAIRE

    Woodbury, Stephen A.

    1992-01-01

    The Survey of Employer Training Needs in Hawaii was undertaken to gather information and data on the needs and preferences of employers in Hawaii regarding government assistance with training. The need for such information was created by passage of Act 68, Session Laws of Hawaii 1991, which created the Hawaii Employment and Training Fund "to assist employers and workers through innovative programs to include, but not be limited to, business-specific training, upgrade training, new occupationa...

  1. Employability of nursing care graduates:

    OpenAIRE

    Donik Barbara; Pajnkihar Majda; Bernik Mojca

    2015-01-01

    Starting points: In Slovenia, the higher education institution for nursing started exploring employability opportunities in nursing care in connection with the achievement of competencies from students and employers point of view. This article highlights the importance of monitoring nursing graduates employability. Its aim is to examine the employability of nursing care graduates based on the self-evaluation of competences obtained during the last study year and to establish a link between th...

  2. Maternal employment and birth outcomes

    DEFF Research Database (Denmark)

    Wüst, Miriam

    selection of mothers between pregnancies drives the results, I focus on mothers whose change in employment status is likely not to be driven by underlying health (unemployed mothers and students). Given generous welfare bene ts and strict workplace regulations in Denmark, my findings support a residual...... explanation, namely, that exclusion from employment may stress mothers in countries with high-female employment rates....

  3. Employment protection legislation in Croatia

    National Research Council Canada - National Science Library

    Kunovac, Marina

    2014-01-01

    ... the observed period, primarily as concerns individual dismissal in the cases of regular employment contracts, while in the case of temporary employment the protection strengthened slightly. On the other hand, despite the adoption of amendments to the Labour Act (LA), Croatian labour legislation governing employment protection for regular employme...

  4. Employment Impact of Electronic Business.

    Science.gov (United States)

    Hecker, Daniel E.

    2001-01-01

    Electronic business is stimulating employment in some sectors across industries, such as computer-related and customer service occupations, and diminishing employment in others, such as administrative support and marketing/sales. Similarly, employment impacts will vary by industry. (Contains 56 notes and references.) (SK)

  5. Which employment interview skills best predict the employability of schizophrenic patients?

    Science.gov (United States)

    Charisiou, J; Jackson, H J; Boyle, G J; Burgess, P M; Minas, I H; Joshua, S D

    1989-06-01

    To examine the effects of verbal and nonverbal interview microbehaviors and interview characteristics on employability, Simulated Employment Interviews were conducted with 46 psychiatric inpatients who each met the DSM-III criteria for a diagnosis of schizophrenia. Each interview was videotaped and shown to two raters, who generated independent ratings for six microbehaviors (eye-contact, facial gestures, body posture, verbal content, voice volume, and length of speech) and six subject characteristics (motivation, self-confidence, ability to communicate, manifest adjustment, manifest intelligence and overall interview skill). A panel of three Commonwealth Employment Service psychologists viewed the same videotaped interviews and generated employability ratings. Verbal and nonverbal microbehaviors were relatively independent while subject characteristics were highly interdependent. Microbehaviors and characteristics correlated at a high level. Of the 12 interview microbehaviors and characteristics, manifest adjustment and ability to communicate accounted for 64% of the total variance in predicting employability. Interviewees who were perceived as behaving in an adjusted manner and as being good communicators were rated as more employable.

  6. Timescales of carbon turnover in soils with mixed crystalline mineralogies

    Science.gov (United States)

    Khomo, Lesego; Trumbore, Susan E.; Bern, Carleton R.; Chadwick, Oliver A.

    2017-01-01

    Organic matter–mineral associations stabilize much of the carbon (C) stored globally in soils. Metastable short-range-order (SRO) minerals such as allophane and ferrihydrite provide one mechanism for long-term stabilization of organic matter in young soil. However, in soils with few SRO minerals and a predominance of crystalline aluminosilicate or Fe (and Al) oxyhydroxide, C turnover should be governed by chemisorption with those minerals. Here, we correlate mineral composition from soils containing small amounts of SRO minerals with mean turnover time (TT) of C estimated from radiocarbon (14C) in bulk soil, free light fraction and mineral-associated organic matter. We varied the mineral amount and composition by sampling ancient soils formed on different lithologies in arid to subhumid climates in Kruger National Park (KNP), South Africa. Mineral contents in bulk soils were assessed using chemical extractions to quantify Fe oxyhydroxides and SRO minerals. Because of our interest in the role of silicate clay mineralogy, particularly smectite (2 : 1) and kaolinite (1 : 1), we separately quantified the mineralogy of the clay-sized fraction using X-ray diffraction (XRD) and measured 14C on the same fraction. Density separation demonstrated that mineral associated C accounted for 40–70 % of bulk soil organic C in A and B1 horizons for granite, nephelinite and arid-zone gabbro soils, and > 80 % in other soils. Organic matter strongly associated with the isolated clay-sized fraction represented only 9–47 % of the bulk soil C. The mean TT of C strongly associated with the clay-sized fraction increased with the amount of smectite (2 : 1 clays); in samples with > 40 % smectite it averaged 1020 ± 460 years. The C not strongly associated with clay-sized minerals, including a combination of low-density C, the C associated with minerals of sizes between 2 µm and 2 cm (including Fe oxyhydroxides as coatings), and C removed from clay

  7. Timescales of carbon turnover in soils with mixed crystalline mineralogies

    Science.gov (United States)

    Khomo, Lesego; Trumbore, Susan; Bern, Carleton R.; Chadwick, Oliver A.

    2017-01-01

    Organic matter-mineral associations stabilize much of the carbon (C) stored globally in soils. Metastable short-range-order (SRO) minerals such as allophane and ferrihydrite provide one mechanism for long-term stabilization of organic matter in young soil. However, in soils with few SRO minerals and a predominance of crystalline aluminosilicate or Fe (and Al) oxyhydroxide, C turnover should be governed by chemisorption with those minerals. Here, we correlate mineral composition from soils containing small amounts of SRO minerals with mean turnover time (TT) of C estimated from radiocarbon (14C) in bulk soil, free light fraction and mineral-associated organic matter. We varied the mineral amount and composition by sampling ancient soils formed on different lithologies in arid to subhumid climates in Kruger National Park (KNP), South Africa. Mineral contents in bulk soils were assessed using chemical extractions to quantify Fe oxyhydroxides and SRO minerals. Because of our interest in the role of silicate clay mineralogy, particularly smectite (2 : 1) and kaolinite (1 : 1), we separately quantified the mineralogy of the clay-sized fraction using X-ray diffraction (XRD) and measured 14C on the same fraction. Density separation demonstrated that mineral associated C accounted for 40-70 % of bulk soil organic C in A and B1 horizons for granite, nephelinite and arid-zone gabbro soils, and > 80 % in other soils. Organic matter strongly associated with the isolated clay-sized fraction represented only 9-47 % of the bulk soil C. The mean TT of C strongly associated with the clay-sized fraction increased with the amount of smectite (2 : 1 clays); in samples with > 40 % smectite it averaged 1020 ± 460 years. The C not strongly associated with clay-sized minerals, including a combination of low-density C, the C associated with minerals of sizes between 2 µm and 2 cm (including Fe oxyhydroxides as coatings), and C removed from clay-sized material by 2 % hydrogen peroxide had

  8. Dynamics and turnover of lignins in soils: a review

    Science.gov (United States)

    Thevenot, M.; Rumpel, C.; Dignac, M.-F.

    2009-04-01

    Lignins are amongst the most studied bio-macromolecules in natural environments, for their properties as biomarkers and their suggested influence on soil organic carbon dynamics. A large number of methods exists to characterize lignins, but the alkaline CuO oxidation is the most used for determining lignin fate in soils. The CuO oxidation products of lignins yield quantitative information (sum of V, S and C monomers) as well as qualitative information on the degradation of lignins (S/V, C/V, (Ad/Al)V,S…). The CuO-lignin products provide information on lignins but also on the environment and particularly on the present and past vegetation. Data from several studies were compiled in order to evaluate the relations between lignins in soils and various environmental parameters. The results of the multiple correspondence analysis (MCA) performed suggest that the lignin content in soils is directly related to the C and N contents, confirming its contribution to the pool of organic carbon. The lignin distribution appears also related to the climate and to the soil texture, which suggests the impact of these parameters on the lignin degradation and retention in soils, as observed for organic carbon (Burke et al., 1989). The total lignin content generally decreases with the soil depth and with the decreasing size of the granulometric fractions. Hence, the more lignins are degraded, the more they are associated with the finest fractions. In addition, it appears that lignin contents are linked to land-use. Thus, in accordance with the land cover, management type and amount of annual input, the forest soils are described by high contents of VSC, C and N, in contrast with the arable land. Lignins were often considered to greatly participate to the stock of slowly degradable and stable carbon in soils. However, several studies suggest that lignin turnover can be more rapid than that of the bulk soil organic carbon (SOC), suggesting that they are not stabilized in soil. On the

  9. Storage and turnover of organic matter in soil

    Energy Technology Data Exchange (ETDEWEB)

    Torn, M.S.; Swanston, C.W.; Castanha, C.; Trumbore, S.E.

    2008-07-15

    Historically, attention on soil organic matter (SOM) has focused on the central role that it plays in ecosystem fertility and soil properties, but in the past two decades the role of soil organic carbon in moderating atmospheric CO{sub 2} concentrations has emerged as a critical research area. This chapter will focus on the storage and turnover of natural organic matter in soil (SOM), in the context of the global carbon cycle. Organic matter in soils is the largest carbon reservoir in rapid exchange with atmospheric CO{sub 2}, and is thus important as a potential source and sink of greenhouse gases over time scales of human concern (Fischlin and Gyalistras 1997). SOM is also an important human resource under active management in agricultural and range lands worldwide. Questions driving present research on the soil C cycle include: Are soils now acting as a net source or sink of carbon to the atmosphere? What role will soils play as a natural modulator or amplifier of climatic warming? How is C stabilized and sequestered, and what are effective management techniques to foster these processes? Answering these questions will require a mechanistic understanding of how and where C is stored in soils. The quantity and composition of organic matter in soil reflect the long-term balance between plant carbon inputs and microbial decomposition, as well as other loss processes such as fire, erosion, and leaching. The processes driving soil carbon storage and turnover are complex and involve influences at molecular to global scales. Moreover, the relative importance of these processes varies according to the temporal and spatial scales being considered; a process that is important at the regional scale may not be critical at the pedon scale. At the regional scale, SOM cycling is influenced by factors such as climate and parent material, which affect plant productivity and soil development. More locally, factors such as plant tissue quality and soil mineralogy affect

  10. Listening to the Voices of Children in Foster Care: Youths Speak out about Child Welfare Workforce Turnover and Selection

    Science.gov (United States)

    Strolin-Goltzman, Jessica; Kollar, Sharon; Trinkle, Joanne

    2010-01-01

    Child welfare workforce turnover rates across private and public child welfare agencies are concerning. Although research about the causes of child welfare workforce turnover has been plentiful, empirical studies on the effects of turnover on child outcomes are sparse. Furthermore, the voices and experiences of youths within the system have been…

  11. Microbial communities mediating algal detritus turnover under anaerobic conditions

    Science.gov (United States)

    Morrison, Jessica M.; Murphy, Chelsea L.; Baker, Kristina; Zamor, Richard M.; Nikolai, Steve J.; Wilder, Shawn; Elshahed, Mostafa S.

    2017-01-01

    Background Algae encompass a wide array of photosynthetic organisms that are ubiquitously distributed in aquatic and terrestrial habitats. Algal species often bloom in aquatic ecosystems, providing a significant autochthonous carbon input to the deeper anoxic layers in stratified water bodies. In addition, various algal species have been touted as promising candidates for anaerobic biogas production from biomass. Surprisingly, in spite of its ecological and economic relevance, the microbial community involved in algal detritus turnover under anaerobic conditions remains largely unexplored. Results Here, we characterized the microbial communities mediating the degradation of Chlorella vulgaris (Chlorophyta), Chara sp. strain IWP1 (Charophyceae), and kelp Ascophyllum nodosum (phylum Phaeophyceae), using sediments from an anaerobic spring (Zodlteone spring, OK; ZDT), sludge from a secondary digester in a local wastewater treatment plant (Stillwater, OK; WWT), and deeper anoxic layers from a seasonally stratified lake (Grand Lake O’ the Cherokees, OK; GL) as inoculum sources. Within all enrichments, the majority of algal biomass was metabolized within 13–16 weeks, and the process was accompanied by an increase in cell numbers and a decrease in community diversity. Community surveys based on the V4 region of the 16S rRNA gene identified different lineages belonging to the phyla Bacteroidetes, Proteobacteria (alpha, delta, gamma, and epsilon classes), Spirochaetes, and Firmicutes that were selectively abundant under various substrate and inoculum conditions. Within all kelp enrichments, the microbial communities structures at the conclusion of the experiment were highly similar regardless of the enrichment source, and were dominated by the genus Clostridium, or family Veillonellaceae within the Firmicutes. In all other enrichments the final microbial community was dependent on the inoculum source, rather than the type of algae utilized as substrate. Lineages enriched

  12. Microbial communities mediating algal detritus turnover under anaerobic conditions

    Directory of Open Access Journals (Sweden)

    Jessica M. Morrison

    2017-01-01

    Full Text Available Background Algae encompass a wide array of photosynthetic organisms that are ubiquitously distributed in aquatic and terrestrial habitats. Algal species often bloom in aquatic ecosystems, providing a significant autochthonous carbon input to the deeper anoxic layers in stratified water bodies. In addition, various algal species have been touted as promising candidates for anaerobic biogas production from biomass. Surprisingly, in spite of its ecological and economic relevance, the microbial community involved in algal detritus turnover under anaerobic conditions remains largely unexplored. Results Here, we characterized the microbial communities mediating the degradation of Chlorella vulgaris (Chlorophyta, Chara sp. strain IWP1 (Charophyceae, and kelp Ascophyllum nodosum (phylum Phaeophyceae, using sediments from an anaerobic spring (Zodlteone spring, OK; ZDT, sludge from a secondary digester in a local wastewater treatment plant (Stillwater, OK; WWT, and deeper anoxic layers from a seasonally stratified lake (Grand Lake O’ the Cherokees, OK; GL as inoculum sources. Within all enrichments, the majority of algal biomass was metabolized within 13–16 weeks, and the process was accompanied by an increase in cell numbers and a decrease in community diversity. Community surveys based on the V4 region of the 16S rRNA gene identified different lineages belonging to the phyla Bacteroidetes, Proteobacteria (alpha, delta, gamma, and epsilon classes, Spirochaetes, and Firmicutes that were selectively abundant under various substrate and inoculum conditions. Within all kelp enrichments, the microbial communities structures at the conclusion of the experiment were highly similar regardless of the enrichment source, and were dominated by the genus Clostridium, or family Veillonellaceae within the Firmicutes. In all other enrichments the final microbial community was dependent on the inoculum source, rather than the type of algae utilized as substrate

  13. The mediating effect of emotional intelligence between emotional labour, job stress, burnout and nurses' turnover intention.

    Science.gov (United States)

    Hong, Eunyoung; Lee, Young Sook

    2016-12-01

    This study was designed to construct and test the structural equation modelling on nurses' turnover intention including emotional labour, job stress, emotional intelligence and burnout in order to identify the mediating effect of emotional intelligence between those variables. Emotional labour, job stress and burnout increase turnover intention of nurses. However, emotional intelligence is negatively correlated with emotional labour and reduces job stress, burnout and turnover intention. Structural equation modelling was used to analyse the goodness of fit of the hypothetical model of nurses' turnover intention. Research data were collected via questionnaires from 4 to 22 August 2014 and analysed using SPSS version 18.0 and AMOS version 20.0. The model fit indices for the hypothetical model were suitable for recommended. Emotional intelligence has decreasing effect on turnover intention through burnout, although its direct effect on turnover intention is not significant. Emotional intelligence has mediation effect between emotional labour and burnout. This study's results suggest that increasing emotional intelligence might critically decrease nurses' turnover intention by reducing the effect of emotional labour on burnout.

  14. Soil respiration and rates of soil carbon turnover differ among six common European tree species

    DEFF Research Database (Denmark)

    Vesterdal, Lars; Elberling, Bo; Christiansen, Jesper Riis

    2012-01-01

    The knowledge of tree species effects on soil organic carbon (C) turnover based on rigorous experimental designs is limited for common European deciduous tree species. We assessed soil respiration, and rates of C turnover in six tree species in a more than 30-year-old common garden experiment rep...... turnover indices that integrated the forest floor. The results suggests that specific traits of Norway spruce and these five common broadleaf forest species should be taken into account in the modelling of soil C stock dynamics over decades.......The knowledge of tree species effects on soil organic carbon (C) turnover based on rigorous experimental designs is limited for common European deciduous tree species. We assessed soil respiration, and rates of C turnover in six tree species in a more than 30-year-old common garden experiment...... of C turnover were estimated by (i) the ratio of estimated soil heterotrophic respiration (R h) to C stock in forest floor and top mineral soil, (ii) the ratio of litterfall C to forest floor C, (iii) foliar mass loss in litterbags, and (iv) mineral soil C turnover assessed by laboratory incubation...

  15. Analysis of risk factors of rapid thyroidal radioiodine-131 turnover in Graves' disease patients.

    Science.gov (United States)

    Zhang, Ruiguo; Tan, Jian; Wang, Renfei; Zhang, Guizhi; Jia, Qiang; Meng, Zhaowei; Zhang, Yueqian

    2017-08-15

    Rapid iodine-131((131)I) turnover in the thyroid gland is an important feature of Graves' disease (GD) and also a strong predictor of radioiodine therapy failure. The aim of this study was to explore the predictors of rapid (131)I turnover. The clinical data on 2543 patients were retrospectively reviewed. Patients were divided into 2 groups depending on present or absent with rapid (131)I turnover defined as a 4-hour to 24-hour (131)I uptake ratio of ≥1. Overall, 590 cases (23.2%) had a rapid (131)I turnover. In the univariate analysis, gender, age, FT3/FT4 concentration, disease duration, with or without antithyroid drugs (ATD), time of ATD, thyroid weight and thyroid textures displayed significant differences. Cutoff values of age, FT3 and thyroid weight to predict rapid (131)I turnover were 38 years, 35 pmol/l and 56 g by receiver operating characteristic curves. Binary logistic regression analysis further revealed higher probability of rapid (131)I turnover in patients with thyroid weight ≥56 g (odds ratio [OR]:3.7, 95% confidence interval [CI]: 3.032-4.559), age rapid (131)I turnover in GD patients.

  16. On the controlling mechanism of the upper turnover states in the NTC regime

    KAUST Repository

    Ji, Weiqi

    2015-12-18

    Using n-butane, n-heptane and iso-octane as representative fuels exhibiting NTC (negative temperature coefficient) behavior, comprehensive computational studies with detailed mechanisms and theoretical analysis were performed to investigate the upper stationary point, denoted as turnover states, on the NTC curve near the higher temperature regime, where the ignition delay τ exhibits a local maximum. It is found that the global behavior of the turnover states exhibits distinctive thermodynamic and kinetic characteristics under different pressures, in that the ignition delay at the turnover states shows an Arrhenius dependence on the temperature T and an approximate inverse quadratic power law dependence on the pressure P. These global behaviors imply that the temperature and pressure of the turnover states are not independent and can be correlated by Arrhenius dependence, as ln P ∝ 1/T. Further theoretical analyses demonstrate that such turnover states result from the competition between the low-temperature chain branching reactions and the decomposition of the intermediate species, and therefore correspond to a critical value, α, of the ratio of OH production from low-temperature chemistry. In addition, the ignition delay at the turnover state can be well correlated by the analytical expression derived by Peters et al., with the further demonstration that the pressure dependence of the turnover ignition delay mainly result from the H2O2 decomposition reaction. Comparison of the present results with the literature experimental data of n-heptane ignition delay time shows very good agreement.

  17. Does Enhancing Work-Time Control and Flexibility Reduce Turnover? A Naturally Occurring Experiment.

    Science.gov (United States)

    Moen, Phyllis; Kelly, Erin L; Hill, Rachelle

    2011-02-01

    We investigate the turnover effects of an organizational innovation (ROWE-Results Only Work Environment) aimed at moving away from standard time practices to focus on results rather than time spent at work. To model rates of turnover, we draw on survey data from a sample of employees at a corporate headquarters (N = 775) and institutional records of turnover over eight months following the ROWE implementation. We find the odds of turnover are indeed lower for employees participating in the ROWE initiative, which offers employees greater work-time control and flexibility, and that this is the case regardless of employees' gender, age, or family life stage. ROWE also moderates the turnover effects of organizational tenure and negative home-to-work spillover, physical symptoms, and job insecurity, with those in ROWE who report these situations generally less likely to leave the organization. Additionally, ROWE reduces turnover intentions among those remaining with the corporation. This research moves the "opting-out" argument from one of private troubles to an issue of greater employee work-time control and flexibility by showing that an organizational policy initiative can reduce turnover.

  18. Protein turnover and 3-methylhistidine excretion in non-pregnant, pregnant and gestational diabetic women

    Energy Technology Data Exchange (ETDEWEB)

    Fitch, W.L.; King, J.C.

    1986-03-01

    Protein turnover was studied in nine non-pregnant (NP) women, eight pregnant (P) and two gestational diabetic (GDM) women. Whole body protein turnover, synthesis and catabolism rates were measured using a single oral dose of /sup 15/N-glycine followed by measurement of enrichment of urinary ammonia. Urinary 3-methylhistidine (3MH) excretion was measured for three consecutive days, including the day of the protein turnover study. Whole body protein turnover and synthesis rates did not differ between the P and NP women, although the synthesis rates tended to be higher in the P group. Gestational diabetic women appeared to have considerably higher rates of both turnover and synthesis. Pregnant women excreted significantly more urinary 3MH than did non-pregnant women. GDM women appeared to have lower 3MH excretion than the P women. Correlation between 3MH excretion and protein turnover rates was nearly significant (p = .06) in the NP women, but was poorly correlated (p = .43) in the P women, suggesting that muscles may be a less important site of whole body protein turnover in pregnancy than in the non-pregnant state.

  19. JOB INSECURITY, KEPUASAN KERJA DAN TURNOVER INTENTION: STUDI PADA KARYAWAN PT “X” DI JAKARTA

    Directory of Open Access Journals (Sweden)

    Dedi Kurniawan

    2016-03-01

    Full Text Available Penelitian ini bertujuan untuk mengetahui pengaruh job insecurity dan kepuasan kerja terhadap turnover intention pada karyawan PT “X” di Jakarta. Metode penelitian yang digunakan adalah survei dengan pendekatan korelasional. Populasi dalam penelitian ini adalah seluruh karyawan PT “X” di Jakarta yang berjumlah 210 karyawan. Sampel yang digunakan sebanyak 89 orang dengan teknik acak proposional. Penelitian ini membuktikan bahwa: 1 job insecurity (X1 dan kepuasan kerja (X2 secara serentak berpengaruh terhadap turnover intention (Y; 2 job insecurity berpengaruh positif terhadap turnover intention; 3 kepuasan kerja berpengaruh negatif terhadap turnover intention. Hasil Uji analisis jalur diperoleh besaran job insecurity terhadap kepuasan kerja sebesar -0,441 dan pengaruh job insecurity terhadap turnover intention sebesar -0,417. Penelitian ini juga membuktikan terdapat pengaruh tidak langsung antara job insecurity (X1 dengan turnover intention (Y yang dimoderatori oleh kepuasan kerja (X2 dengan nilai koefisien jalur px1x2 . pyx2 = -0,441 x -0,417 = 0,184 atau 18,4%. Adapun nilai R2 adalah sebesar 0,554 yang berarti bahwa turnover intention dipengaruhi oleh variabel job insecurity dan kepuasan kerja sebesar 55,4% dan sisanya 44,6% dipengaruhi oleh variabel lain yang tidak diteliti.

  20. Role of molecular turnover in dynamic deformation of a three-dimensional cellular membrane.

    Science.gov (United States)

    Okuda, Satoru; Eiraku, Mototsugu

    2017-05-29

    In cells, the molecular constituents of membranes are dynamically turned over by transportation from one membrane to another. This molecular turnover causes the membrane to shrink or expand by sensing the stress state within the cell, changing its morphology. At present, little is known as to how this turnover regulates the dynamic deformation of cellular membranes. In this study, we propose a new physical model by which molecular turnover is coupled with three-dimensional membrane deformation to explore mechanosensing roles of turnover in cellular membrane deformations. In particular, as an example of microscopic machinery, based on a coarse-graining description, we suppose that molecular turnover depends on the local membrane strain. Using the proposed model, we demonstrate computational simulations of a single vesicle. The results show that molecular turnover adaptively facilitates vesicle deformation, owing to its stress dependence; while the vesicle drastically expands in the case with low bending rigidity, it shrinks in that with high bending rigidity. Moreover, localized active tension on the membrane causes cellular migration by driving the directional transport of molecules within the cell. These results illustrate the use of the proposed model as well as the role of turnover in the dynamic deformations of cellular membranes.

  1. The relationship between clinician turnover and adolescent treatment outcomes: an examination from the client perspective.

    Science.gov (United States)

    Garner, Bryan R; Funk, Rodney R; Hunter, Brooke D

    2013-04-01

    The turnover of substance use disorder (SUD) treatment staff has been assumed to adversely impact treatment effectiveness, yet only limited research has empirically examined this assumption. Representing an extension of prior organizational-level analyses of the impact of staff turnover on client outcomes, this study examined the impact of SUD clinician turnover on adolescent treatment outcomes using a client perspective. Multilevel regression analysis did reveal that relative to those adolescents who did not experience clinician turnover, adolescents who experienced both direct and indirect clinician turnover reported a significantly higher percentage of days using alcohol or drugs at 6-month follow-up. However, clinician turnover was not found to have significant associations (negative or positive) with the other five treatment outcomes examined (e.g., substance-related problems, involvement in illegal activity). Thus, consistent with our prior findings, the current study provides additional evidence that turnover of SUD clinicians is not necessarily associated with adverse treatment outcomes. Copyright © 2013 Elsevier Inc. All rights reserved.

  2. Soil aggregate fraction-based 14C analysis and its application in the study of soil organic carbon turnover under forests of different ages

    Institute of Scientific and Technical Information of China (English)

    TAN WenBing; ZHOU LiPing; LIU KeXin

    2013-01-01

    There still exist uncertainties in the trend,magnitude and efficiency of carbon sequestration with regard to the changes in soil organic carbon (SOC) pools after afforestation.In this study,SOC turnover times of the meadow steppe and planted forests at Saihanba Forest Station of Hebei Province,China are estimated by means of the radiocarbon (14C) method.Our results show that the SOC turnover times can be as long as from 70 to 250 years.After planting the Pinus sylvestri var.mongolica in the Leymus chinensis meadow steppe,the turnover times of organic carbon in both bulk samples and soil aggregate fractions of the topsoils are decreased with an increase of the stand age.Such a lowering of the turnover time would cause an increase in soil CO2 flux,implying that afforestation of grassland may reduce the capacity of topsoil to sequestrate organic carbon.Combined stable isotope and 14C analyses on soil aggregate fractions suggest that there are different responses to afforestation of grassland between young and old carbon pools in topsoils.In the young and middle-age planted forests,the proportion of CO2 emission from the older soil carbon pool shows an increasing trend.But in the mature planted forest,its proportion tends to decline,indicating that the stand age may influence the soil carbon sequestration mechanism.The CO2 emission from the topsoils estimated using the 14C method is relatively low compared to those by other methods and may be caused by the partial isolation of the young carbon component from the soil aggregates.For more accurate estimation of CO2 flux,future studies should therefore employ improved methodology for more effective separation of different soil carbon components before isotope analyses.

  3. Gamma-Ray Bursts Subset and Supernova Remnants Low Radio-Frequency Turnover

    Institute of Scientific and Technical Information of China (English)

    LIU Xiang

    2000-01-01

    Durations of gamma-ray bursts (GRB's) are featured by >2s subset and <2s one, with initial corresponding energy ratio being 20:1. It is found that supernova remants(SNR 's) turnover frequencies peak at 100 and 500 MHz. After assuming that GRB's originate from hypernova and making an analysis on the evolution of GRB's, we find that the initial energy of two GRB subsets leads to a different radio-frequency turnover of their remnant spectra, which accords positively with the turnover-frequency ratio of SNR's.

  4. THE EFFECT OF JOB SATISFACTION ON IT EMPLOYEES TURNOVER INTENTION IN ISRAEL

    Directory of Open Access Journals (Sweden)

    Ladelsky Limor

    2014-07-01

    Full Text Available Employee voluntary turnover is very costly for companies, particularly for the Hi-Tech sector, where the costs of their IT labor force is expensive. Employees\\' voluntary turnover has substantial negative impacts on the companies especially costs, potential loss of valuable knowledge, skills and organizational knowledge.That is why it becomes a critical issue to take address. Studies have been carried out on the reasons which lead to this tendency, however the ability to explain and predict it remains restricted.The objective of this paper is to present the reasons for voluntary turnover of employees in the IT sector in Israel from the IT employees` perspective. A broad analysis of the field literature led to the following groups of causes affecting voluntary turnover: organizational causes: Human Resource Management (HRM related, organizational culture, job related, leadership and internal marketing related; extra organizational causes: individual and, respectively, labor market related causes. This could be approached as n light of this review this article will focus on one of the extra organizational causes of voluntary turnover, i.e. the effect of job satisfaction on voluntary turnover intention among IT employees in Hi-Tech companies in Israel. This correlation was researched in an extensive empirical study among two population groups: IT employees and IT managers and by using mixed method research (combination of quantitative and qualitative research.The findings that supported the literature show job satisfaction has a negative effect on voluntary turnover intention among IT employees in Hi-Tech companies in Israel. Additionally, it was found that job satisfaction indirectly affects voluntary turnover intentions and that emotional variables such as commitment, motivation and loyalty mediate voluntary turnover intention.This finding is supported partially in the literature which only pointed out commitment as a mediating factor in the

  5. Global turnover of histone post-translational modifications and variants in human cells

    Directory of Open Access Journals (Sweden)

    Zee Barry M

    2010-12-01

    Full Text Available Abstract Background Post-translational modifications (PTMs on the N-terminal tails of histones and histone variants regulate distinct transcriptional states and nuclear events. Whereas the functional effects of specific PTMs are the current subject of intense investigation, most studies characterize histone PTMs/variants in a non-temporal fashion and very few studies have reported kinetic information about these histone forms. Previous studies have used radiolabeling, fluorescence microscopy and chromatin immunoprecipitation to determine rates of histone turnover, and have found interesting correlations between increased turnover and increased gene expression. Therefore, histone turnover is an understudied yet potentially important parameter that may contribute to epigenetic regulation. Understanding turnover in the context of histone modifications and sequence variants could provide valuable additional insight into the function of histone replacement. Results In this study, we measured the metabolic rate of labeled isotope incorporation into the histone proteins of HeLa cells by combining stable isotope labeling of amino acids in cell culture (SILAC pulse experiments with quantitative mass spectrometry-based proteomics. In general, we found that most core histones have similar turnover rates, with the exception of the H2A variants, which exhibit a wider range of rates, potentially consistent with their epigenetic function. In addition, acetylated histones have a significantly faster turnover compared with general histone protein and methylated histones, although these rates vary considerably, depending on the site and overall degree of methylation. Histones containing transcriptionally active marks have been consistently found to have faster turnover rates than histones containing silent marks. Interestingly, the presence of both active and silent marks on the same peptide resulted in a slower turnover rate than either mark alone on that same

  6. The Employer Perspective on Sustainable Employability in the Construction Industry.

    Science.gov (United States)

    Tonnon, Susanne C; van der Veen, Rozan; Westerman, Marjan J; Robroek, Suzan J W; van der Ploeg, Hidde P; van der Beek, Allard J; Proper, Karin I

    2017-01-01

    To determine the measures employers in the construction industry take to promote sustainable employability, the barriers and facilitators that influence implementation and employer needs. Questionnaire among 499 employers and interviews with 17 employers. Employers expressed a need for alternative jobs for workers who can no longer perform physically demanding tasks, as well as means to stimulate proactive employee behavior. Measures frequently targeted the work environment (95%) and employee health (79%), less frequently personal development (63%) and organization (65%). Implementation was influenced by economic factors, rules and regulations, client demands, employee demands, company vision, company culture, and time/manpower/expertise. Implementation of measures aimed at reducing physical load and the promotion of personal development are needed.

  7. Sexual selection affects local extinction and turnover in bird communities

    Science.gov (United States)

    Doherty, P.F.; Sorci, G.; Royle, J. Andrew; Hines, J.E.; Nichols, J.D.; Boulinier, T.

    2003-01-01

    Predicting extinction risks has become a central goal for conservation and evolutionary biologists interested in population and community dynamics. Several factors have been put forward to explain risks of extinction, including ecological and life history characteristics of individuals. For instance, factors that affect the balance between natality and mortality can have profound effects on population persistence. Sexual selection has been identified as one such factor. Populations under strong sexual selection experience a number of costs ranging from increased predation and parasitism to enhanced sensitivity to environmental and demographic stochasticity. These findings have led to the prediction that local extinction rates should be higher for species/populations with intense sexual selection. We tested this prediction by analyzing the dynamics of natural bird communities at a continental scale over a period of 21 years (1975-1996), using relevant statistical tools. In agreement with the theoretical prediction, we found that sexual selection increased risks of local extinction (dichromatic birds had on average a 23% higher local extinction rate than monochromatic species). However, despite higher local extinction probabilities, the number of dichromatic species did not decrease over the period considered in this study. This pattern was caused by higher local turnover rates of dichromatic species, resulting in relatively stable communities for both groups of species. Our results suggest that these communities function as metacommunities, with frequent local extinctions followed by colonization. Anthropogenic factors impeding dispersal might therefore have a significant impact on the global persistence of sexually selected species.

  8. Bone growth and turnover in progesterone receptor knockout mice.

    Energy Technology Data Exchange (ETDEWEB)

    Rickard, David J.; Iwaniec, Urszula T.; Evans, Glenda; Hefferan, Theresa E.; Hunter, Jaime C.; Waters, Katrina M.; Lydon, John P.; O' Malley, Bert W.; Khosla, Sundeep; Spelsberg, Thomas C.; Turner, Russell T.

    2008-05-01

    The role of progesterone receptor (PR) signaling in skeletal metabolism is controversial. To address whether signaling through the PR is necessary for normal bone growth and turnover, we performed histomorphometric and mCT analyses of bone from homozygous female PR knockout (PRKO) mice at 6, 12, and 26 weeks of age. These mice possess a null mutation of the PR locus, which blocks the gene expression of A and B isoforms of PR. Body weight gain, uterine weight gain and tibia longitudinal bone growth was normal in PRKO mice. In contrast, total and cortical bone mass were increased in long bones of post-pubertal (12 and 26-week-old) PRKO mice, whereas cancellous bone mass was normal in the tibia but increased in the humerus. The striking 57% decrease in cancellous bone from the proximal tibia metaphysis which occurred between 6 and 26 weeks in WT mice was abolished in PRKO mice. The improved bone balance in aging PRKO mice was associated with elevated bone formation and a tendency toward reduced osteoclast perimeter. Taken together, these findings suggest that PR signaling in mice attenuates the accumulation of cortical bone mass during adolescence and is required for early age-related loss of cancellous bone.

  9. Evidence for Sex Chromosome Turnover in Proteid Salamanders.

    Science.gov (United States)

    Sessions, Stanley K; Bizjak Mali, Lilijana; Green, David M; Trifonov, Vladimir; Ferguson-Smith, Malcolm

    2016-01-01

    A major goal of genomic and reproductive biology is to understand the evolution of sex determination and sex chromosomes. Species of the 2 genera of the Salamander family Proteidae - Necturus of eastern North America, and Proteus of Southern Europe - have similar-looking karyotypes with the same chromosome number (2n = 38), which differentiates them from all other salamanders. However, Necturus possesses strongly heteromorphic X and Y sex chromosomes that Proteus lacks. Since the heteromorphic sex chromosomes of Necturus were detectable only with C-banding, we hypothesized that we could use C-banding to find sex chromosomes in Proteus. We examined mitotic material from colchicine-treated intestinal epithelium, and meiotic material from testes in specimens of Proteus, representing 3 genetically distinct populations in Slovenia. We compared these results with those from Necturus. We performed FISH to visualize telomeric sequences in meiotic bivalents. Our results provide evidence that Proteus represents an example of sex chromosome turnover in which a Necturus-like Y-chromosome has become permanently translocated to another chromosome converting heteromorphic sex chromosomes to homomorphic sex chromosomes. These results may be key to understanding some unusual aspects of demographics and reproductive biology of Proteus, and are discussed in the context of models of the evolution of sex chromosomes in amphibians.

  10. Geographical variation in mutualistic networks: similarity, turnover and partner fidelity.

    Science.gov (United States)

    Trøjelsgaard, Kristian; Jordano, Pedro; Carstensen, Daniel W; Olesen, Jens M

    2015-03-07

    Although species and their interactions in unison represent biodiversity and all the ecological and evolutionary processes associated with life, biotic interactions have, contrary to species, rarely been integrated into the concepts of spatial β-diversity. Here, we examine β-diversity of ecological networks by using pollination networks sampled across the Canary Islands. We show that adjacent and distant communities are more and less similar, respectively, in their composition of plants, pollinators and interactions than expected from random distributions. We further show that replacement of species is the major driver of interaction turnover and that this contribution increases with distance. Finally, we quantify that species-specific partner compositions (here called partner fidelity) deviate from random partner use, but vary as a result of ecological and geographical variables. In particular, breakdown of partner fidelity was facilitated by increasing geographical distance, changing abundances and changing linkage levels, but was not related to the geographical distribution of the species. This highlights the importance of space when comparing communities of interacting species and may stimulate a rethinking of the spatial interpretation of interaction networks. Moreover, geographical interaction dynamics and its causes are important in our efforts to anticipate effects of large-scale changes, such as anthropogenic disturbances.

  11. A model of voluntary turnover among hospital CEOs.

    Science.gov (United States)

    Weil, P A; Kimball, P A

    1995-01-01

    This study examines factors contributing to hospital CEOs' voluntary decisions to leave their positions in 1990. Using a longitudinal design, we contrast 49 leavers with 1,362 stayers. We view turnover as influenced by both "push" factors that promote leaving (dissatisfaction with the position) and "hump" factors that need to be overcome (the cost of job change). Push factors giving rise to dissatisfaction include lower compensation, the predecessor's termination, and value incongruity between the CEO and the hospital. Testing the impact of key variables from Fiedler's contingency theory of leadership, we show that task-oriented leaders are relatively less satisfied when compared with relationship-oriented leaders. CEOs also express less satisfaction in low-situational control settings, a measure heavily influenced by perceived inadequate support from medical staff and subordinates. "Hump" factors that deterred leaving included family-related obstacles such as spouse's work or children's school, features mentioned most often by younger CEOs. The study suggests that boards should structure competitively paid positions with opportunities to generate support from the medical staff and subordinates. Recruiters for CEO positions are apprised of the importance of nonwork features in CEOs' willingness to consider new positions.

  12. Cavity turnover and equilibrium cavity densities in a cottonwood bottomland

    Science.gov (United States)

    Sedgwick, James A.; Knopf, Fritz L.

    1992-01-01

    A fundamental factor regulating the numbers of secondary cavity nesting (SCN) birds is the number of extant cavities available for nesting. The number of available cavities may be thought of as being in an approximate equilibrium maintained by a very rough balance between recruitment and loss of cavities. Based on estimates of cavity recruitment and loss, we ascertained equilibrium cavity densities in a mature plains cottonwood (Populus sargentii) bottomland along the South Platte River in northeastern Colorado. Annual cavity recruitment, derived from density estimates of primary cavity nesting (PCN) birds and cavity excavation rates, was estimated to be 71-86 new cavities excavated/100 ha. Of 180 active cavities of 11 species of cavity-nesting birds found in 1985 and 1986, 83 were no longer usable by 1990, giving an average instantaneous rate of cavity loss of r = -0.230. From these values of cavity recruitment and cavity loss, equilibrium cavity density along the South Platte is 238-289 cavities/100 ha. This range of equilibrium cavity density is only slightly above the minimum of 205 cavities/100 ha required by SCN's and suggests that cavity availability may be limiting SCN densities along the South Platte River. We submit that snag management alone does not adequately address SCN habitat needs, and that cavity management, expressed in terms of cavity turnover and cavity densities, may be more useful.

  13. Employee Turnover and Knowledge Management in the Czech Republic

    Directory of Open Access Journals (Sweden)

    Lucie Vnoučková

    2015-01-01

    Full Text Available Knowledge economy regards employee knowledge as a most important asset. It is a priority task to ensure systematic knowledge continuity of those employees who are the holders of critical knowledge. The aim of the article is to analyse the causes of mobility of knowledge workers and categorise types of employees and mobility according to the future development of an employee’s career. The research areas, i.e. ensuring knowledge continuity and employee turnover were analysed based on the premise of significant relation between those two areas. The data were collected in organizations in the Czech Republic. Surveys were drawn across sectors to ensure representativeness of the outcomes. The outputs revealed two basic approaches to maintaining knowledge inside organizations. Employees can be divided into knowledge workers and remainder, who seek only security. A knowledge worker who decides to transfer is not motivated by the amount of salary (they do not mind a lower level of remuneration; on the contrary they suffer due to an unclear vision on the part of the organization, where they used to work; they cannot stay in conditions where there is no possibility to participate on personal growth. Future research in this area should focus on the return of investments in the knowledge and employee learning, training and retention.

  14. Turnover of bacterial glutamine synthetase: oxidative inactivation precedes proteolysis.

    Science.gov (United States)

    Levine, R L; Oliver, C N; Fulks, R M; Stadtman, E R

    1981-04-01

    We partially purified a preparation from Escherichia coli that proteolytically degrades the enzyme glutamine synthetase [L-glutamate:ammonia ligase (ADP-forming), EC 6.3.1.2]. The degradation is at least a two-step process. First, the glutamine synthetase undergoes an oxidative modification. This modification leads to loss of catalytic activity and also renders the protein susceptible to proteolytic attack in the second step. The oxidative step displays characteristics of a mixed-function oxidation, requiring both molecular oxygen and a reduced nucleotide. This step can also be catalyzed by a purified, mammalian cytochrome P-450 system, as well as by a model system consisting of ascorbic acid and oxygen. Catalase blocks this oxidative modification step. Thus, the overall process of proteolytic degradation can be observed only if care is taken to remove catalase activity from the extracts. The inactivation reaction is dependent on the state of adenylylation of the glutamine synthetase, suggesting that this a physiologically important reaction. If so, then mixed-function oxidases are now implicated in the process of intracellular protein turnover.

  15. Modelling turnover of Cs-137 in two subarctic salmonid ecosystems

    Energy Technology Data Exchange (ETDEWEB)

    Nordlinder, S.; Bergstroem, U. (Studsvik AB, Ecosafe, Nykoeping (Sweden)); Hammar, J. (Institute of Freshwater Research, Drottningholm (Sweden) Uppsala Univ. (Sweden). Dept. of Zoology); Notter, M. (Swedish Environmental Protection Agency, Solna (Sweden))

    1993-01-01

    The turnover of cesium-137 was simulated in two categories of subarctic, alpine lake ecosystems - a natural lake with Gammarus lacustris as major fish prey and a lake reservoir with introduced Mysis relicta as a new fish-food organism. The resulting concentrations of Cs-137 in two salmonid species - Arctic char (Salvelinus alpinus) and brown trout (Salmo trutta) - were calculated using a multi-compartment model. Observed data were taken from a major case study evaluating the distribution, pathways and major transport mechanisms of Chernobyl cesium through northern lake ecosystems in 1986-90. The aim of this study was to design a specific conceptual model for calculation of the levels of Cs-137 in fish from simple lake ecosystems, which could be adopted for other more complex types of lakes. A multi-compartment model of the ecosystem was designed and the equations were solved with the BIOPATH-code. The uncertainty of the results due to the uncertainty of input values was examined using the PRISM-system. The model gave good correlations to measured data for Cs-137 in water, zooplankton, macro invertebrates and fish in both lakes. The predicted levels in sediments were, however, considerably lower than the observed values. The inflow of Cs-137 from the drainage area to the two lakes was identified as the main contributor to the uncertainty of the long-term prognoses. 33 refs, 6 figs, 3 tabs.

  16. Inhibition of endogenous lactate turnover with lactate infusion in humans

    Energy Technology Data Exchange (ETDEWEB)

    Searle, G.L.; Feingold, K.R.; Hsu, F.S.; Clark, O.H.; Gertz, E.W.; Stanley, W.C. (Veterans Administration Medical Center, San Francisco, CA (USA))

    1989-11-01

    The extent to which lactate infusion may inhibit endogenous lactate production, though previously considered, has never been critically assessed. To examine this proposition, single injection tracer methodology (U-{sup 14}C Lactate) has been used for the estimation of lactate kinetics in 12 human subjects under basal conditions and with the infusion of sodium lactate. The basal rate of lactate turnover was measured on a day before the study with lactate infusion, and averaged 63.7 + 5.5 mg/kg/h. Six of these individuals received a stable lactate infusion at an approximate rate of 160 mg/kg/h, while the remaining six individuals were infused at the approximate rate of 100 mg/kg/h. It has been found that stable lactate infused at rates approximating 160 mg/kg/h consistently produced a complete inhibition of endogenous lactate production. Infusion of lactate at 100 mg/kg/h caused a lesser and more variable inhibition of endogenous lactate production (12% to 64%). In conclusion, lactate infusion significantly inhibits endogenous lactate production.

  17. Water turnover and core temperature on Mount Rainier.

    Science.gov (United States)

    Hailes, Walter S; Cuddy, John S; Slivka, Dustin S; Hansen, Kent; Ruby, Brent C

    2012-09-01

    Hydration is an important logistical consideration for persons performing in austere environments because water demands must be balanced with the burden of carrying water. Seven novice climbers participated in a study to determine the hydration kinetics and core temperatures associated with a successful summit of Mount Rainier. Ingestible radio-equipped thermometer capsules were swallowed to monitor core temperature, and an oral dose of deuterium (0.12 ± 0.02 g·kg⁻¹ body weight) was administered to determine hydration kinetics. Mean core temperature throughout the 5.5-hour climb to Camp Muir (3000 m) was 37.6 ± 0.3°C. Water turnover was 95.0 ± 17.5 mL·kg⁻¹·24 h⁻¹ over the duration of the 43-hour study. There was a trend for reduced body mass from before (75.9 ± 13.0 kg) to after (74.8 ± 12.5 kg) the climb (P = .06), and urine specific gravity increased from before (1.013 ± 0.002) to after (1.022 ± 0.006) the climb (P = .004). Hydration demands of climbing Mount Rainier are highly elevated despite modest fluctuations in core temperature. Participants experienced hypohydration but were able to maintain sufficient hydration to successfully summit Mount Rainier and return home safely. Copyright © 2012 Wilderness Medical Society. Published by Elsevier Inc. All rights reserved.

  18. Bed occupancy, turnover intervals and MRSA rates in English hospitals.

    Science.gov (United States)

    Cunningham, Joseph B; Kernohan, W George; Rush, Thomas

    This article (a follow on from an article concentrating on Northern Ireland) examines the relationship between percentage bed occupancy (PO), turnover interval (TI) and methicillin-resistant Staphylococcus aureus (MRSA) rates in the acute beds of specialist English hospital trusts and describes the TI and levels of bed occupancy. The data were collected from publicly available data: MRSA rates of blood-borne infection per 1000 bed days from the Department of Health; average length of stay from Hospital Episode Statistics; and percentage occupancy from the Department of Health Hospital Activity statistics were used. Pearson's Correlation coefficients were used as basis for inferential analysis. The mean TI for all trusts was as 0.94 days, median 0.95 days. Twenty percent of trusts had TIs, on average, of less than 0.58 days (13.9 hours) and 10% had a TI less than 0.32 days (7.6 hours). The mean PO was 84.98% and the median was 84.76%. Seventy percent of the trusts exceeded the recommended 82% bed occupancy. The inference from this study is that there is a relationship between TI and PO and rate of MRSA infection in specialist English hospitals and that PO rates are at a level which may interfere with good infection control procedures.

  19. Endocytic turnover of Rab8 controls cell polarization

    Science.gov (United States)

    Vidal-Quadras, Maite; Holst, Mikkel R.; Larsson, Elin; Hachimi, Mariam; Yau, Wai-Lok; Peränen, Johan; Martín-Belmonte, Fernando

    2017-01-01

    ABSTRACT Adaptation of cell shape and polarization through the formation and retraction of cellular protrusions requires balancing of endocytosis and exocytosis combined with fine-tuning of the local activity of small GTPases like Rab8. Here, we show that endocytic turnover of the plasma membrane at protrusions is directly coupled to surface removal and inactivation of Rab8. Removal is induced by reduced membrane tension and mediated by the GTPase regulator associated with focal adhesion kinase-1 (GRAF1, also known as ARHGAP26), a regulator of clathrin-independent endocytosis. GRAF1-depleted cells were deficient in multi-directional spreading and displayed elevated levels of GTP-loaded Rab8, which was accumulated at the tips of static protrusions. Furthermore, GRAF1 depletion impaired lumen formation and spindle orientation in a 3D cell culture system, indicating that GRAF1 activity regulates polarity establishment. Our data suggest that GRAF1-mediated removal of Rab8 from the cell surface restricts its activity during protrusion formation, thereby facilitating dynamic adjustment of the polarity axis. PMID:28137756

  20. Improving operating room turnover time: a systems based approach.

    Science.gov (United States)

    Bhatt, Ankeet S; Carlson, Grant W; Deckers, Peter J

    2014-12-01

    Operating room (OR) turnover time (TT) has a broad and significant impact on hospital administrators, providers, staff and patients. Our objective was to identify current problems in TT management and implement a consistent, reproducible process to reduce average TT and process variability. Initial observations of TT were made to document the existing process at a 511 bed, 24 OR, academic medical center. Three control groups, including one consisting of Orthopedic and Vascular Surgery, were used to limit potential confounders such as case acuity/duration and equipment needs. A redesigned process based on observed issues, focusing on a horizontally structured, systems-based approach has three major interventions: developing consistent criteria for OR readiness, utilizing parallel processing for patient and room readiness, and enhancing perioperative communication. Process redesign was implemented in Orthopedics and Vascular Surgery. Comparisons of mean and standard deviation of TT were made using an independent 2-tailed t-test. Using all surgical specialties as controls (n = 237), mean TT (hh:mm:ss) was reduced by 0:20:48 min (95 % CI, 0:10:46-0:30:50), from 0:44:23 to 0:23:25, a 46.9 % reduction. Standard deviation of TT was reduced by 0:10:32 min, from 0:16:24 to 0:05:52 and frequency of TT≥30 min was reduced from 72.5to 11.7 %. P systems-based focus should drive OR TT design.

  1. Migration for employment among the Arab countries.

    Science.gov (United States)

    Birks, S; Sinclair, C

    1979-10-01

    The large-scale recent migrations from Arab countries for jobs in the Persian Gulf and Libya are examined with analyses of the problems from the perspectives of both the importing and the exporting countries. In 1975 there were more than 2.5 million Arab workers living in Arab states other than their own, about 1/2 of whom were employed. Since that time the numbers have increased by about 9% annually; an estimated 1,570,000 Arab workers were living abroad in early 1979. It is estimated that another 975,000 non-Arab migrant workers were employed within the Arab world in January 1979, a total of over 2,500,000 migrants for employment in the Arab Near East. The sheer volume of this migration for employment and its relative importance within the labor markets of the Arab world, the impact that migration for employment has upon economic development, and the mutual independence among countries that labor exporting and importing brings about have made migrant labor movements a leading issue in the Near East. Focus is on the distribution of wealth in the Near East, population and workforce in the Arab states, economic development of the capital-rich and the capital-poor states, the international transfers of labor, and impacts on the labor-supply countries. The impacts of an emigrant workforce vary considerably with the conditions in the different exporting countries. Some of these effects are highlighted by citing examples from Egypt, Jordan, the Yemen and Sudan.

  2. Inorganic Carbon Turnover caused by Digestion of Carbonate Sands and Metabolic Activity of Holothurians

    Energy Technology Data Exchange (ETDEWEB)

    Schneider, Kenneth; Silverman, Jacob; Kravitz, Benjamin S.; Rivlin, Tanya; Schneider-Mor, Aya; Barbosa, Sergio; Byrne, Maria; Caldeira, Ken

    2013-11-20

    Recent measurements have shown that holothurians (sea cucumbers) play an important role in the cycling of CaCO3 in tropical coral reef systems through ingestion and processing of carbonate sediment. In this study inorganic additional aspects of carbon turnover were determined in laboratory incubations of Holothuria atra, H. leucospilota and Stichopus herrmanni from One Tree Reef, Great Barrier Reef. The pH values of the gut lumen ranged from 6.1 to 6.7 in animals with empty digestive tracts as opposed to 7.0 to 7.6 when digestive tracts were filled with sediment. Empty gut volume estimates for H. atra and S. herrmanni were 36 ± 4 mL and 151 ± 14 mL, respectively. Based on these measurements it is estimated that these species process 19 ± 2kg and 80 ± 7kg CaCO3 sand yr-1 per individual, respectively. The annual dissolution rates of H. atra and S. herrmanni of 6.5±1.9g and 9.6±1.4g, respectively, suggest that 0.05±0.02% and 0.1±0.02% of the CaCO3 processed through their gut annually is dissolved. During the incubations the CaCO3 dissolution was 0.07±0.01%, 0.04±0.01% and 0.21±0.05% of the fecal casts for H. atra, H. leucospilota and S. herrmanni, respectively. The CaCO3 saturation state for both aragonite and calcite minerals during laboratory incubations decreased markedly due to a greater increase in dissolved inorganic carbon (DIC) relative to total alkalinity (AT) as a result of respiration by the animals. Our results support the hypothesis that deposit feeders such as sea cucumbers play an important ecological role in the coral reef CaCO3 cycle.

  3. Inorganic carbon turnover caused by digestion of carbonate sands and metabolic activity of holothurians

    Science.gov (United States)

    Schneider, Kenneth; Silverman, Jacob; Kravitz, Ben; Rivlin, Tanya; Schneider-Mor, Aya; Barbosa, Sergio; Byrne, Maria; Caldeira, Ken

    2013-11-01

    Recent measurements have shown that holothurians (sea cucumbers) may play an important role in the cycling of CaCO3 in tropical coral reef systems through ingestion and processing of carbonate sediment. In this report, we present estimates of inorganic carbon turnover rates determined from laboratory incubations of Holothuria atra, Holothuria leucospilota and Stichopus herrmanni. The pH values of the gut lumen ranged from 7.0 to 7.6 when digestive tracts were filled with sediment compared with 6.1-6.7 in animals with empty digestive tracts. Empty gut volume estimates for H. atra and S. herrmanni were 36 ± 4 mL and 151 ± 14 mL, respectively. Based on these measurements and the density and porosity of carbonate sediments of coral reefs, it is estimated that these species process 19 ± 2 kg and 80 ± 7 kg CaCO3 sand yr-1 per individual, respectively. The annual CaCO3 dissolution rates per H. atra and S. herrmanni individual are estimated to be 6.5 ± 1.9 g and 9.6 ± 1.4 g, respectively, suggesting that 0.05 ± 0.02% and 0.1 ± 0.02% of the CaCO3 processed through their gut annually is dissolved. During incubations the CaCO3 dissolution of the fecal casts was 0.07 ± 0.01%, 0.04 ± 0.01% and 0.21 ± 0.05% for H. atra, H. leucospilota and S. herrmanni, respectively. The CaCO3 saturation state in the incubation seawater decreased markedly due to a greater increase in dissolved inorganic carbon (DIC) relative to total alkalinity (AT) as a result of respiration by the animals. Our results support the hypothesis that deposit feeders such as sea cucumbers play an important ecological role in the coral reef CaCO3 cycle.

  4. Employment strategy of the Russians

    Directory of Open Access Journals (Sweden)

    Vladimir Borisovich Toreev

    2015-05-01

    Full Text Available During the crisis it is especially important to choose a correct employment strategy. Every employee uses an employment strategy, as he/she selects the direction of long-term employment consciously or intuitively. The choice of strategy is determined by a number of factors shaping the person’s attitudes: health, character, upbringing, education, social environment, institutional environment. The employment strategies of the young people newly entering the labor market differ from lab our strategies of workers. Young people do not have such experience and can plan their life “from scratch”. The Soviet specialists, people who started their career in the planned economy, have their own features of employment strategies. The article describes employment strategies of the Russians

  5. Business/Employers Influenza Toolkit

    Centers for Disease Control (CDC) Podcasts

    2011-09-06

    This podcast promotes the "Make It Your Business To Fight The Flu" toolkit for Businesses and Employers. The toolkit provides information and recommended strategies to help businesses and employers promote the seasonal flu vaccine. Additionally, employers will find flyers, posters, and other materials to post and distribute in the workplace.  Created: 9/6/2011 by Office of Infectious Diseases, Office of the Director (OD).   Date Released: 9/7/2011.

  6. Rational inattention and employer learning

    OpenAIRE

    Habermalz, Steffen

    2010-01-01

    Research on employer learning has provided important insights into the dynamic process that determines individual wages, especially during the early part of a worker's career. However, the recent evidence on the absence of employer learning for college graduates by Arcidiacono et al. (2008) and results that economic conditions at labor market entry have persistent effects on wages (for example Oreopoulos et al. (2008)) cast doubt on the model's validity. This paper extends the employer learni...

  7. Caseworker Behavior and Clients' Employability

    DEFF Research Database (Denmark)

    Weatherall, Cecilie Dohlmann; Markwardt, Kristoffer

    empirically looked at the link between caseworker behavior and clients’ employability. A very rich survey dataset on caseworker behavior combined with informative panel data on the caseworker’s client—the unemployed—makes it possible to study the link between caseworker behavior and clients’ job possibilities....... Results show that there is a relationship between caseworker behavior and employment among the unemployed. Especially the employability among the insured unemployed is related to the concepts of coping, and professional distance....

  8. Maternal Employment and Childhood Obesity

    DEFF Research Database (Denmark)

    Gwozdz, Wencke; Sousa-Poza, Alfonso; Reisch, Lucia

    The substantial increase in female employment rates in Europe over the past two decades has often been linked in political and public rhetoric to negative effects on child development, including obesity. We analyse this association between maternal employment and childhood obesity using rich...... on obesity's main drivers: calorie intake and physical activity. Our analysis provides little evidence for any association between maternal employment and childhood obesity, diet or physical activity....

  9. Dynamics of psychological contracts with work engagement and turnover intention: the influence of organizational tenure

    NARCIS (Netherlands)

    Bal, P.M.; de Cooman, R.; Mol, S.T.

    2013-01-01

    This study investigated the interrelations of the psychological contract with work engagement and turnover intention, which has hitherto been a largely overlooked topic in psychological contract research. Although previous research has mainly focused on how psychological contracts influence job atti

  10. What does nurse turnover rate mean and what is the rate?

    Science.gov (United States)

    Kovner, Christine T; Brewer, Carol S; Fatehi, Farida; Jun, Jin

    2014-01-01

    Registered nurse turnover is an important indicator of the nurse job market. Despite its wide use as a measure for health-care system analysis, there is a lack of consistency in the definition of turnover. Some definitions include any nurse leaving an organization; others may include involuntary and voluntary leaving. These inconsistent definitions also result in various turnover rates. The RN Work Project is a 10-year panel study of new nurses. Data were collected from the new nurses, rather than from a specific organization. About 17.5% of new nurses leave their first job within 1 year of starting their jobs. Consistent and accurate measurement of turnover is an important step in addressing organizational work environments and policies about the nursing workforce. © The Author(s) 2014 Reprints and permissions: sagepub.co.uk/journalsPermissions.nav.

  11. COMPANIES’FINANCIAL STATUS AND THE BUSINESS TURNOVER ON EMERGENT MARKETS: THE ROMANIAN CASE

    Directory of Open Access Journals (Sweden)

    Stefea Petru

    2013-07-01

    Full Text Available The aim of this study is to test for the relevance of some financial ratios as descriptors of companies’ financial status in explaining the evolutions of their business turnover. We are considering a data sample of 36 companies quoted on the Romanian capital market for a time span between 2007 and 2010.The predictive capacity of some significant financial ratios for the companies’ business turnover is analyzed and a methodology for the evaluation of their financial status based on these ratios is advanced. We found that the predictive capacity of some relevant financial ratios for the dynamic of some quoted companies’ turnovers is non-uniform across the two conventional sectors in which we have grouped these companies according to their field of activity. Based on these results, an synthetic indicator of the companies’ financial status is constructed at the level of each individual sector and the non-linear correlation between this indicator and the business turnover is tested.

  12. Effect of shearing on water turnover and thermobiological variables in German Blackhead mutton sheep

    National Research Council Canada - National Science Library

    Al-Ramamneh, D; Gerken, M; Gerken, D M; Riek, A

    2011-01-01

    .... Therefore, the present study was conducted to investigate the effect of wool coverage on water turnover in relation to thermoregulation in sheep by using the deuterium dilution technique to predict...

  13. Organizational Commitment and Turnover Intention in Union and Non-Union Firms

    Directory of Open Access Journals (Sweden)

    Hong Y. Park

    2014-01-01

    Full Text Available There are differences in organizational architecture between union and non-union construction firms in early 1990s. The construction industry has traditionally been dominated by strong union firms. However, non-union construction firms began to emerge in the 1990s and this change caused to bring conflicts between union and non-union construction firms. This presents a unique opportunity to study employees’ attitude toward organization. This article investigates workers’ attitudes toward union and non-union construction firms in terms of organizational commitment (OC and turnover intention. Control variables in OC and turnover intention include personal characteristics, job characteristics, group−leader relations and organizational characteristics. The study found that employees in union firms are more committed to the organization than non-union organization, but they have higher intention to job turnover although the regression coefficients of union variable in commitment and turnover intention are not statistically significant at the conventional level of significance.

  14. The Role Of LMX In Employees Job Motivation, Satisfaction, Empowerment, Stress And Turnover: Cross Country Analysis

    National Research Council Canada - National Science Library

    Maria Malik; Difang Wan; Muhammad Ishfaq Ahmad; Muhammad Akram Naseem; Ramiz ur Rehman

    2015-01-01

      We investigated the effect of Leader Member Exchange (LMX) quality relationship on employee motivation, stress, turnover, satisfaction and Psychological Empowerment with a sample of 1500 employees across four countries...

  15. Norepinephrine turnover in heart and spleen of 7-, 22-, and 34 C-acclimated hamsters

    Science.gov (United States)

    Jones, S. B.; Musacchia, X. J.

    1976-01-01

    The relationship of norepinephrine (NE) concentration and endogenous turnover rates in both myocardial and spleen tissues in the golden hamster is examined as a function of chronic exposure to either high or low ambient temperatures. Changes in myocardial and spleen NE turnover values are discussed in terms of functional alterations in sympathetic nerve activity and the importance of such changes in temperature acclimation. It is found that acclimation of hamsters to 7 C for 7-10 weeks results in decreased myocardial NE concentration and an apparent increase in myocardial NE turnover. In contrast, exposure to 34 C for 6-8 weeks results in increased myocardial NE concentration and an apparent decrease in NE turnover in both myocardial and spleen tissues. The implication of altered NE synthesis is that sympathetic nerve activity is reduced with heat acclimation and is enhanced with cold acclimation.

  16. Effects of immobilization and whole-body vibration on rat serum Type I collagen turnover

    Directory of Open Access Journals (Sweden)

    Gürhan Dönmez

    2016-08-01

    Conclusion: Although 1 week of WBV had a positive effect on type I collagen turnover in controls, it is not an efficient method for repairing tissue damage in the early stage following immobilization.

  17. Analysis of Factors Influencing the Turnover Efficiency of Quick Assets in Agricultural Companies

    Institute of Scientific and Technical Information of China (English)

    ZOU Ling-li; JIA Xian-wei

    2012-01-01

    We select 34 representative agricultural listed companies as the study object,to analyze the characteristics of quick assets in agricultural companies.The ratio between quick assets and total assets roughly displays normal distribution,with the peak value up to 40%;the distribution figure shape of the ratio between quick assets and liquid asset displays normal distribution,with the peak value up to 63%.Taking the case of typical agricultural company,Yuan Longping High-Tech Agriculture Co.,Ltd.,we analyze the factors influencing turnover of quick assets,and the main factors influencing the turnover of quick assets in agricultural companies are monetary funds and receivables.We establish the multiple linear regression model,and draw the conclusion that the turnover efficiency of quick assets is significantly affected by the ratio between cash assets and income,turnover rate of receivables,and quickness ratio.

  18. Conceptualizing Learning and Employability "Learning and Employability Framework"

    Science.gov (United States)

    Sumanasiri, Erabaddage Gishan Tharanga; Yajid, Mohd Shukri Ab; Khatibi, Ali

    2015-01-01

    Extensive studies have been done on employability and the factors that lead to employability. Previous studies have focused on career development programs, internships, work experience programs, soft-skill development programs, and even university admission criteria which can be considered external factors to university student learning…

  19. Graduates', University Lecturers' and Employers' Perceptions towards Employability Skills

    Science.gov (United States)

    Wickramasinghe, Vathsala; Perera, Lasantha

    2010-01-01

    Purpose: The purpose of this study is to explore employability skills that employers, university lecturers and graduates value to bring to the workplace, when graduates are applying for entry-level graduate jobs in the field of computer science in Sri Lanka. Design/methodology/approach: A total of three samples were selected for this exploratory…

  20. Graduates', University Lecturers' and Employers' Perceptions towards Employability Skills

    Science.gov (United States)

    Wickramasinghe, Vathsala; Perera, Lasantha

    2010-01-01

    Purpose: The purpose of this study is to explore employability skills that employers, university lecturers and graduates value to bring to the workplace, when graduates are applying for entry-level graduate jobs in the field of computer science in Sri Lanka. Design/methodology/approach: A total of three samples were selected for this exploratory…

  1. Schizophrenia and employment - a review.

    Science.gov (United States)

    Marwaha, Steven; Johnson, Sonia

    2004-05-01

    Little is known about the extent to which work contributes to the recovery of people with schizophrenia. There is increasing interest in the subject because of new service models and the economic cost of unemployment in people with severe mental illness. A literature search was carried out with the aim of investigating: a). employment rates in schizophrenia and first-episode psychosis and the extent to which they have changed over time; b). the barriers to work; c). the factors associated with being employed among people with schizophrenia; and d). whether employment influences other outcomes in schizophrenia. There are wide variations in reported employment rates in schizophrenia. Most recent European studies report rates between 10 % and 20%, while the rate in the US is less clear. There is a higher level of employment among first-episode patients. The employment rate in schizophrenia appears to have declined over the last 50 years in the UK. Barriers to getting employment include stigma,discrimination, fear of loss of benefits and a lack of appropriate professional help. The most consistent predictor of employment is previous work history. Working is correlated with positive outcomes in social functioning, symptom levels, quality of life and self esteem, but a clear causal relationship has not been established. Very low employment rates are not intrinsic to schizophrenia, but appear to reflect an interplay between the social and economic pressures that patients face, the labour market and psychological and social barriers to working.

  2. Employment effects of foreign acquisition

    DEFF Research Database (Denmark)

    Bandick, Roger; Karpaty, Patrik

    2011-01-01

    that the employment of skilled labor increasesmore than that of less-skilled labor. Our results indicate that the positive employment effects are more pronounced in acquired non-MNEs than in Swedish MNEs. Furthermore, we observe shifts in skill intensities toward higher shares of skilled labor in non-MNEs taken over......This paper investigates the employment effects of foreign acquisitions in acquired firms in Swedish manufacturing during the 1990s; a period characterized by a dramatic increase in foreign ownership. We find some evidence of positive employment effects in acquired firms and it seems...

  3. Factors associated with the recruitment and retention of social workers in Wales: employer and employee perspectives.

    Science.gov (United States)

    Evans, Sherrill; Huxley, Peter

    2009-05-01

    Despite acute staffing shortages in social work, workforce planning within the UK social care sector is compromised by poor workforce intelligence. This study aimed to inform the evidence base providing new data on recruitment and retention in Wales, examining what personal and organizational characteristics are associated with intentions to leave, and what initiatives or incentives might mediate that effect. A multi-method design facilitated comparisons between two data sources--a census of all 22 Welsh local authority employers about recruitment and retention practices and a survey of all social workers and senior practitioners employed in social services (n = 998; response rate 45.9%) about demography, workforce characteristics, working patterns, morale and plans and reasons for leaving one's job. Vacancy (mean 14.4%) and turnover (mean 15%) rates were statistically significantly higher in children's services than in adult services; vacancy rates were also higher in authorities that offered higher starting salaries. The provision of certain types of traineeship might also be associated with higher vacancy rates but these results should be treated with some caution. There was little evidence that recruitment and retention initiatives were associated with lower vacancy or turnover rates, despite employers' perceptions about their effectiveness. Social workers derived a lot of satisfaction from their work, but more than a quarter wanted to leave their job within 6 months, and almost as many were actively seeking alternative employment. Intention to leave was explained by job and employer satisfaction, and negative feelings about pay. Senior practitioners and staff members with longer lengths of service were less likely to want to leave, even if they were dissatisfied with their job or employer. Job and employer dissatisfaction was associated with retention initiatives related to facilities, good caseload management and home-working, suggesting that dissatisfied

  4. THE BANGLADESHI EMPLOYMENT SECTOR: EMPLOYER PERSPECTIVES CONCERNING ENGLISH PROFICIENCY

    Directory of Open Access Journals (Sweden)

    Rubina Khan

    2012-07-01

    Full Text Available Abstract: This paper presents a brief summary of a study which was carried out to investigate how employers representing major employment sectors in the Bangladeshi Industry view the skills and English proficiency level of the current employees. Opinions were also solicited on what skills are required for fresh recruits. Semi-structured interviews were conducted with 30 employers representing the major employment sectors in Bangladeshi Industry. Results revealed the importance of English as an indispensible means of communication in the Bangladeshi corporate sector and showed that the business enterprises use extensive amounts of English. It also highlighted that the existent English proficiency of the employees was far below the required proficiency level. Recommendations were made to address the gap and prepare the youth to meet the demands of the global market. Keywords: English proficiency, competency, employability skills, global literacy skills

  5. A methodology to measure the effectiveness of academic recruitment and turnover

    DEFF Research Database (Denmark)

    Abramo, Giovanni; D’Angelo, Ciriaco Andrea; Rosati, Francesco

    2016-01-01

    We propose a method to measure the effectiveness of the recruitment and turnover of professors, in terms of their research performance. The method presented is applied tothe case of Italian universities over the period 2008–2012. The work then analyses thecorrelation between the indicators...... of effectiveness used, and between the indicators andthe universities’ overall research performance. In countries that conduct regular nationalassessment exercises, the evaluation of effectiveness in recruitment and turnover couldcomplement the overall research assessments. In particular, monitoring...

  6. ANALISIS FAKTOR-FAKTOR YANG MEMPENGARUHI TURNOVER INTENTIONS PADA STAF KANTOR AKUNTAN PUBLIK

    OpenAIRE

    Agus Arianto Toly

    2001-01-01

    The high level of turnover intentions by accountant staffs had raised the potential cost for public accountant firms. The prior research done by Suwandi and Indriantoro (1999) had succesfully identified the process of turnover intentions, which related to the antecedents and consequences of job insecurity. The responses of 30 accountant staffs from some public accountant firms to a questionnaire designed to measure variables were analyzed using a Pearson's correlation coefficient. The result ...

  7. Derailing the UPS of Protein Turnover in Cancer and other Human Diseases

    Directory of Open Access Journals (Sweden)

    Jit Kong Cheong

    2013-01-01

    Full Text Available Protein modifications by the covalent linkage of ubiquitin have significant involvement in many cellular processes, including stress response, oncogenesis, viral infection, transcription, protein turnover, organelle biogenesis, DNA repair, cellular differentiation, and cell cycle control. We provide a brief overview of the fundamentals of the regulation of protein turnover by the ubiquitin-proteasome pathway and discuss new therapeutic strategies that aim to mitigate the deleterious effects of its dysregulation in cancer and other human disease pathophysiology.

  8. Statistical testing of the association between annual turnover and marketing activities in SMEs using χ2

    Science.gov (United States)

    Pater, Liana; Miclea, Şerban; Izvercian, Monica

    2016-06-01

    This paper considers the impact of SMEs' annual turnover upon its marketing activities (in terms of marketing responsibility, strategic planning and budgeting). Empirical results and literature reviews unveil that SMEs managers incline to partake in planned and profitable marketing activities, depending on their turnover's level. Thus, using the collected data form 131 Romanian SMEs managers, we have applied the Chi-Square Test in order to validate or invalidate three research assumptions (hypotheses), created starting from the empirical and literature findings.

  9. Recreational football improves bone mineral density and bone turnover marker profile in elderly men

    DEFF Research Database (Denmark)

    Helge, E W; Andersen, T R; Schmidt, J F;

    2014-01-01

    This study examined the effect of recreational football and resistance training on bone mineral density (BMD) and bone turnover markers (BTMs) in elderly men. Twenty-six healthy sedentary men (age 68.2 ± 3.2 years) were randomized into three groups: football (F; n = 9) and resistance training (R; n...... training had no effect. The anabolic response may be due to increased bone turnover, especially improved bone formation....

  10. Direct and Indirect Effects of Psychological Contract Breach on Academicians’ Turnover Intention in Turkey

    OpenAIRE

    Ozan BUYUKYILMAZ; Cakmak, Ahmet F.

    2013-01-01

    This study aims to investigate the assumed direct and indirect relationships between psychological contract breach and turnover intention through psychological contract violation and perceived organizational support. Data for the sample was collected from 570 academicians from a variety of universities in Turkey. Hierarchical regression analyses were conducted to test the hypotheses. The results show that psychological contract breach was positively related to turnover intention and psycholog...

  11. Role of liver nerves and adrenal medulla in glucose turnover of running rats

    DEFF Research Database (Denmark)

    Sonne, B; Mikines, K J; Richter, Erik;

    1985-01-01

    Sympathetic control of glucose turnover was studied in rats running 35 min at 21 m X min-1 on the level. The rats were surgically liver denervated, adrenodemedullated, or sham operated. Glucose turnover was measured by primed constant infusion of [3-3H]glucose. At rest, the three groups had ident...... and duration, hepatic glycogenolysis and glucose production are not influenced by the autonomic liver nerves but are enhanced by circulating epinephrine....

  12. [Organizational socialization in the first three years of nursing profession: strategies to decrease turnover intention].

    Science.gov (United States)

    Tomietto, Marco; Rappogliosi, Cristina Maria; Sartori, Riccardo; Battistelli, Adalgisa

    2014-01-01

    In the first years of nursing profession, new-graduate nurses' turnover intention is a relevant issue due to both the tangible and intangible costs it generates to health care organizations, such as selection and recruitment costs, ward team burden in the onboarding process and the possibility to enhance ward team stability in order to provide an effective and safe nusing care. Organizational socialization is the main factor involved in these dynamics of turnover intention in the first years of nursing profession. This study aims to identify the main factors involved in the organizational socialization process to reduce turnover intention in the first 3 years of nursing profession. 101 new-graduate nurses have been enrolled within the first three years of nursing profession. They have been stratified looking at tenure and years in nursing. Organizational Socialization Inventory scale has been used to assess the onboarding process and 4 items to assess turnover intention. Turnover intention is of 23% in the first year in nursing, and it's over the 26% starting from the second year. The onboarding process explains over the 26% of the variance in turnover intention, and over the 36% in the sub-sample with a stable tenure. Unstable tenured nurses prefer to acquire those competences useful to perform their work, while stable tenure nurses aim to search for professional growth opportunities and integration in the ward-team, in order to reduce turnover intention. Turnover intention is relevant in the first three years of nursing profession. According to the different tenure, different strategies are necessary to plan an effective onboarding process and enhance nursing retention.

  13. The effect of surgical trauma on muscle protein turnover in rats. A serious methodological misunderstanding.

    Science.gov (United States)

    Millward, D J

    1979-01-01

    The reported rates of protein degradation in a recent paper on the effect of surgical trauma on muscle protein turnover [Hoover-Plow & Clifford (1978) Biochem. J. 176, 137--142] have no real meaning because of a serious methodological misunderstanding by the authors. In addition, there are problems involved in the determination of synthesis rates, so that the reported effects of trauma on muscle protein turnover can be discounted. PMID:486118

  14. Part of the job: the role of physical work conditions in the nurse turnover process.

    Science.gov (United States)

    Vardaman, James M; Cornell, Paul T; Allen, David G; Gondo, Maria B; Muslin, Ivan S; Mobley, Robin N; Brock, Meagan E; Sigmon, Tracy L

    2014-01-01

    Retention of nursing staff remains an important issue for health care managers. Turnover research has focused primarily on motivational and social factors as keys to retention, whereas the role of the physical work conditions has received considerably less attention. However, work design theory suggests that physical work conditions may be an important factor in fostering retention among nursing staff. The aim of this study was to integrate work design theory with turnover process models to explore the influence of perceptions of physical work conditions on the development of turnover intentions among nursing staff. Drawing on two samples of registered nurses working in cancer units in metropolitan hospitals in the southeastern United States, this study explores the impact of perceptions of physical work conditions on turnover intentions using ordinary least squares regression. Hypotheses are tested in Study 1 and replicated in Study 2. A measure of perceptions of physical work conditions is also developed and validated using exploratory (Study 1) and confirmatory (Study 2) factor analyses. Perceptions of physical work conditions explain variance in turnover intentions above than that explained by motivational and social factors. Specifically, employee perceptions of noisy work conditions are found to significantly increase turnover intentions, whereas perceptions that work conditions facilitate tasks were found to significantly reduce turnover intentions. Perceptions of temperature and health hazard did not show significant effects. Results suggest that health care managers and scholars should re-examine the role of physical work conditions in the turnover process. Investments in upgrades that facilitate tasks may foster retention better than investments that simply improve employee comfort. Negative perceptions of work conditions may have no impact if they are considered a normal "part of the job," although negative perceptions of conditions that are viewed as

  15. Turnover Intentions: A Qualitative Analysis of Comments from Air Force Civil Engineering Company Grade Officers

    Science.gov (United States)

    2012-03-22

    signed //_________________ _3/12/2012_ Alfred E. Thal, Jr. (Member) Date __________// signed //_________________ _3/12/2012_ Sharon G. Heilmann...OPSTEMPO) is one of the most common explanations as to why military members choose to leave the service (Huffman, Adler , Dolan, & Castro, 2005). In...One explanation of OPSTEMPO’s influence on turnover intentions by Castro & Adler (1999) suggests that OPSTEMPO and turnover intentions might

  16. Dynamic structure of stock communities: a comparative study between stock returns and turnover rates

    Science.gov (United States)

    Su, Li-Ling; Jiang, Xiong-Fei; Li, Sai-Ping; Zhong, Li-Xin; Ren, Fei

    2017-07-01

    The detection of community structure in stock market is of theoretical and practical significance for the study of financial dynamics and portfolio risk estimation. We here study the community structures in Chinese stock markets from the aspects of both price returns and turnover rates, by using a combination of the PMFG and infomap methods based on a distance matrix. An empirical study using the overall data set shows that for both returns and turnover rates the largest communities are composed of specific industrial or conceptional sectors and the correlation inside a sector is generally larger than the correlation between different sectors. However, the community structure for turnover rates is more complex than that for returns, which indicates that the interactions between stocks revealed by turnover rates may contain more information. This conclusion is further confirmed by the analysis of the changes in the dynamics of community structures over five sub-periods. Sectors like banks, real estate, health care and New Shanghai take turns to comprise a few of the largest communities in different sub-periods, and more interestingly several specific sectors appear in the communities with different rank orders for returns and turnover rates even in the same sub-period. To better understand their differences, a comparison between the evolution of the returns and turnover rates of the stocks from these sectors is conducted. We find that stock prices only had large changes around important events while turnover rates surged after each of these events relevant to specific sectors, which shows strong evidence that the turnover rates are more susceptible to exogenous shocks than returns and its measurement for community detection may contain more useful information about market structure.

  17. Regional scale patterns of fine root lifespan and turnover under current and future climate.

    Science.gov (United States)

    McCormack, Luke M; Eissenstat, David M; Prasad, Anantha M; Smithwick, Erica A H

    2013-06-01

    Fine root dynamics control a dominant flux of carbon from plants and into soils and mediate potential uptake and cycling of nutrients and water in terrestrial ecosystems. Understanding of these patterns is needed to accurately describe critical processes like productivity and carbon storage from ecosystem to global scales. However, limited observations of root dynamics make it difficult to define and predict patterns of root dynamics across broad spatial scales. Here, we combine species-specific estimates of fine root dynamics with a model that predicts current distribution and future suitable habitat of temperate tree species across the eastern United States (US). Estimates of fine root lifespan and turnover are based on empirical observations and relationships with fine root and whole-plant traits and apply explicitly to the fine root pool that is relatively short-lived and most active in nutrient and water uptake. Results from the combined model identified patterns of faster root turnover rates in the North Central US and slower turnover rates in the Southeastern US. Portions of Minnesota, Ohio, and Pennsylvania were also predicted to experience >10% increases in root turnover rates given potential shifts in tree species composition under future climate scenarios while root turnover rates in other portions of the eastern US were predicted to decrease. Despite potential regional changes, the average estimates of root lifespan and turnover for the entire study area remained relatively stable between the current and future climate scenarios. Our combined model provides the first empirically based, spatially explicit, and spatially extensive estimates of fine root lifespan and turnover and is a potentially powerful tool allowing researchers to identify reasonable approximations of forest fine root turnover in areas where no direct observations are available. Future efforts should focus on reducing uncertainty in estimates of root dynamics by better understanding how

  18. A multistudy examination of organizational stressors, emotional labor, burnout, and turnover in sport organizations.

    Science.gov (United States)

    Larner, R J; Wagstaff, C R D; Thelwell, R C; Corbett, J

    2017-03-08

    While a growing body of research has examined the types of organizational stressors encountered by individuals and their allied responses, little is known about how such individuals manage their emotional responses to these stressors or the consequences of such behaviors. This article presents novel findings from two studies examining the moderating role that emotional labor plays in the relationship between the frequency of organizational stressor experience, burnout, turnover intentions, and actual turnover in sport. In study 1, participants (n=487) completed measures of organizational stressors (OSI-SP), emotional labor (ELS), burnout (ABQ), and turnover intentions. In study 2, a 6-month longitudinal design was used to examine measures of organizational stressors (OSI-SP), emotional labor (ELS), turnover intentions, and actual turnover. Study 1 showed that surface acting moderated the relationship between the frequency of organizational stressors and burnout in sport. Further, surface acting acted as an important mechanism through which burnout mediated the relationship between the frequency of organizational stressors and turnover intentions. Study 2 showed that surface acting moderated the relationship between the organizational stressor frequency and turnover intentions-but not actual turnover-over time. These results highlight the importance of surface acting in understanding how individuals respond to organizational stressors encountered in sport, expanding our understanding of the positive and negative responses component of the meta-model of stress, emotions, and performance. These findings also highlight potentially deleterious emotion-management behaviors that practitioners might consider when aiming to support individuals encountering organizational stressors in sport. © 2017 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

  19. Development of the Workplace Health Savings Calculator: a practical tool to measure economic impact from reduced absenteeism and staff turnover in workplace health promotion.

    Science.gov (United States)

    Baxter, Siyan; Campbell, Sharon; Sanderson, Kristy; Cazaly, Carl; Venn, Alison; Owen, Carole; Palmer, Andrew J

    2015-09-18

    Workplace health promotion is focussed on improving the health and wellbeing of workers. Although quantifiable effectiveness and economic evidence is variable, workplace health promotion is recognised by both government and business stakeholders as potentially beneficial for worker health and economic advantage. Despite the current debate on whether conclusive positive outcomes exist, governments are investing, and business engagement is necessary for value to be realised. Practical tools are needed to assist decision makers in developing the business case for workplace health promotion programs. Our primary objective was to develop an evidence-based, simple and easy-to-use resource (calculator) for Australian employers interested in workplace health investment figures. Three phases were undertaken to develop the calculator. First, evidence from a literature review located appropriate effectiveness measures. Second, a review of employer-facilitated programs aimed at improving the health and wellbeing of employees was utilised to identify change estimates surrounding these measures, and third, currently available online evaluation tools and models were investigated. We present a simple web-based calculator for use by employers who wish to estimate potential annual savings associated with implementing a successful workplace health promotion program. The calculator uses effectiveness measures (absenteeism and staff turnover rates) and change estimates sourced from 55 case studies to generate the annual savings an employer may potentially gain. Australian wage statistics were used to calculate replacement costs due to staff turnover. The calculator was named the Workplace Health Savings Calculator and adapted and reproduced on the Healthy Workers web portal by the Australian Commonwealth Government Department of Health and Ageing. The Workplace Health Savings Calculator is a simple online business tool that aims to engage employers and to assist participation

  20. Carbachol-induced phosphoinositide turnover in NCB-20 cells

    Energy Technology Data Exchange (ETDEWEB)

    Chuang, D.M.; Dillon-Carter, O.

    1986-03-01

    NCB-20 cells (fetal Chinese hamster brain cell x neuroblastoma hybrids) have been shown to contain a variety of neurotransmitter receptors. The authors now report that this cloned cell line also contains acetylcholne receptors which are linked to phospholipase C. Confluent cell cultures were preincubated with /sup 3/H-myo-inositol to label endogenous phosphoinositide (PI) and the accumulation of a PI metabolite, inositol monophosphate (IP/sub 1/), was measured in the presence of LiCl. Carbachol increased IP/sub 1/), accumulation be more than 400% with a EC/sub 50/ of about 50 ..mu..M. Acetylcholine and muscarine were also effective, whereas oxotremorine and McN-A-343 were weak in both potency and efficacy. The carbachol-induced IP/sub 1/ accumulation was completely blocked by atropine (Ki approx. 0.6 nM) and pirenzepine (Ki approx. 15 nM). The presence of KCl was not required for the carbachol-induced effect. The formation of inositol bis- and triphosphate was also increased carbachol; these increases occurred earlier but were of much smaller magnitude. Pretreatment of cells with 4 ..beta..-phorbol dibutyrate or 4 ..beta..-phorbol myristate acetate was found to attenuate the carbachol-induced formation of IP/sub 1/ (IC/sub 50/ in the low nanomolar concentration ranges), however 4 ..beta..-phorbol, the biologically inactive phorbol ester, was ineffective in causing this attenuation. These results suggest a feedback inhibition of PI turnover in NCB-20 cells through the action of protein kinase C.

  1. Monitoring Soil C Stocks and Turnover in Agricultural Lands

    Science.gov (United States)

    Ogle, S. M.; Paustian, K.

    2008-12-01

    Soils are a large reservoir of carbon in the biosphere, and have the potential to act as a sink or source of carbon to the atmosphere, depending on a variety of driving variables such as land use, management, and climate change. Given the potential for carbon change in the future, modeling and measurement approaches are needed to monitor C stocks and turnover in soils, with a reasonable level of accuracy and precision for informing decision makers. We have developed an approach combining simulation modeling with input driving data to monitor soil organic C stocks in agricultural lands. The approach is applied using the USDA National Resource Inventory providing land use and management data for the past few decades at about 400,000 points locations in the conterminous US. Uncertainties are addressed using a combination of a Monte Carlo simulation approach and an empirically-based method comparing model results to measurements. In the past decade, soil organic C stock change has ranged from 15 to 18 Tg C per year for the conterminous US. Uncertainties range from several 100 percent at local NRI sites to 20 percent at the national scale. Reducing uncertainties will depend on model improvements, but also depend on an expanded network of measurements to evaluate uncertainties in the model results. Moreover, analyses suggest that the network should include at least 3000 locations to minimize uncertainties in the soil organic C change estimates. Ultimately, modeling along with a measurement network to assess uncertainties can provide the framework and confidence in results to support policy and management decisions.

  2. Cultural turnover among Galápagos sperm whales

    Science.gov (United States)

    Whitehead, Hal; Rendell, Luke

    2016-01-01

    While populations may wax and wane, it is rare for an entire population to be replaced by a completely different set of individuals. We document the large-scale relocation of cultural groups of sperm whale off the Galápagos Islands, in which two sympatric vocal clans were entirely replaced by two different ones. Between 1985 and 1999, whales from two clans (called Regular and Plus-One) defined by cultural dialects in coda vocalizations were repeatedly photo-identified off Galápagos. Their occurrence in the area declined through the 1990s; by 2000, none remained. We reassessed Galápagos sperm whales in 2013–2014, identifying 463 new females. However, re-sighting rates were low, with no matches with the Galápagos 1985–1999 population, suggesting an eastward shift to coastal areas. Their vocal repertoires matched those of two other clans (called Short and Four-Plus) found across the Pacific but previously rare or absent around Galápagos. The mechanisms behind this cultural turnover may include large-scale environmental regime shifts favouring clan-specific foraging strategies, and a response to heavy whaling in the region involving redistribution of surviving whales into high-quality habitats. The fall and rise of sperm whale cultures off Galápagos reflect the structuring of the Pacific population into large, enduring clans with dynamic ranges. Long-lasting clan membership illustrates how culture can be bound up in the structure and dynamics of animal populations and so how tracking cultural traits can reveal large-scale population shifts. PMID:27853582

  3. Priming and turnover of soil microbial biomass C and N

    Science.gov (United States)

    Voroney, Paul; Paul, Eldor

    2015-04-01

    Priming is the altered rate of mineralization of native soil organic matter (SOM) induced by an organic substrate and, depending on the nature of the amendment, can be either positive or negative. Coupled with the use of tracer (14C, 13C, 15N) techniques, measurements of the rates of CO2 evolution and organic N mineralization are typically used to assess priming effects. In this study priming was also assessed from measurements of soil microbial biomass. Soil was amended with 14C-glucose and 15N-nitrate and incubated for 42 d during which unlabelled and labelled microbial biomass C and N were measured using the chloroform-incubation method. All of the 14C-glucose was metabolized within 24-30 h at a C-use efficiency of ~60%, and resulted in a labelled biomass C:N of 9. After this period of rapid microbial growth, labelled microbial biomass C decayed at a rate of 19.3 x 10-3 d-1. Unlabelled microbial biomass C in the amended treatment decayed at 8.6 x 10-3 d-1 whereas in the unamended soil microbial biomass C decayed at half this rate (4.9 x 10-3 d-1). These data suggest that ~25% of the native microbial biomass C responded to the addition of glucose-C and when it was depleted the newly formed microbial biomass, comprised of both labelled and unlabelled- C, collapsed and subsequently was mineralized. The period of rapid microbial biomass decay coincided with an increased evolution of soil (unlabelled) CO2 and accumulation of (unlabelled) mineral N compared to that in the unamended soil. Thus, the apparent priming of soil C and N following addition of glucose can be attributed to biological recycling and increased turnover of native microbial biomass C and N. There was no evidence of priming of native soil organic matter during the first 21 days of the incubation.

  4. Gibberellic Acid enhancement of DNA turnover in barley aleurone cells.

    Science.gov (United States)

    Taiz, L; Starks, J E

    1977-08-01

    When imbibed, deembryonated halfseeds from barley (Hordeum vulgare L., var. Himalaya) are incubated in buffer, the DNA content of the aleurone layer increases 25 to 40% over a 24-hour period. In contrast, the DNA of isolated aleurone layers declines by 20% over the same time period. Gibberellic acid (GA) causes a reduction in DNA levels in both halfseed aleurone layers and isolated aleurone layers. GA also increases the specific radioactivity of [(3)H]thymidine-labeled halfseed aleurone layer DNA during the first 12 hours of treatment. Pulse-chase studies demonstrated that the newly synthesized DNA is metabolically labile.The buoyant density on CsCl density gradients of hormone-treated aleurone DNA is identical with that of DNA extracted from whole seedlings. After density-labeling halfseed DNA with 5-bromodeoxyuridine, a bimodal absorption profile is obtained in neutral CsCl. The light band (1.70 g/ml) corresponds to unsubstituted DNA, while the heavy band (1.725-1.74 g/ml) corresponds to a hybrid density-labeled species. GA increases the relative amount of the heavy (hybrid) peak in halfseed aleurone layer DNA, further suggesting that the hormone enhances semiconservative replication in halfseeds.DNA methylation was also demonstrated. Over 60% of the radioactivity from [(3)H-Me]methionine is incorporated into 5-methylcytosine. GA has no effect on the percentage distribution of label among the bases.It was concluded that GA enhances the rate of DNA degradation and DNA synthesis (turnover) in halfseeds, but primarily DNA degradation in isolated aleurone layers. Incorporation by isolated aleurone layers is due to DNA repair. Semiconservative replication apparently plays no physiological role in the hormone response, since both isolated aleurone layers and gamma-irradiated halfseeds respond normally. The hypothesis was advanced that endoreduplication and DNA degradation are means by which the seed stores and mobilizes deoxyribonucleotides for the embryo during

  5. Renormalized Volume

    CERN Document Server

    Gover, A Rod

    2016-01-01

    For any conformally compact manifold with hypersurface boundary we define a canonical renormalized volume functional and compute an explicit, holographic formula for the corresponding anomaly. For the special case of asymptotically Einstein manifolds, our method recovers the known results. The anomaly does not depend on any particular choice of regulator, but the coefficients of divergences do. We give explicit formulae for these divergences valid for any choice of regulating hypersurface; these should be relevant to recent studies of quantum corrections to entanglement entropies. The anomaly is expressed as a conformally invariant integral of a local Q-curvature that generalizes the Branson Q-curvature by including data of the embedding. In each dimension this canonically defines a higher dimensional generalization of the Willmore energy/rigid string action. We show that the variation of these energy functionals is exactly the obstruction to solving a singular Yamabe type problem with boundary data along the...

  6. The effects of temporal resolution on species turnover and on testing metacommunity models.

    Science.gov (United States)

    Tomasových, Adam; Kidwell, Susan M

    2010-05-01

    Patterns of low temporal turnover in species composition found within paleoecological time series contrast with the high turnover predicted by neutral metacommunity models and thus have been used to support nonneutral models. However, these predictions assume temporal resolution on the scale of a season or year, whereas individual fossil assemblages are typically time averaged to decadal or centennial timescales. We simulate the effects of time averaging by building time-averaged assemblages from local dispersal-limited, nonaveraged assemblages and compare the predicted turnover with observed patterns in mollusk and ostracod fossil records. Time averaging substantially reduces temporal turnover such that neutral predictions converge with those of trade-off and density-dependent models, and it tends to decrease species dominance and increase the proportion of rare species. Observed turnover rates are comparable to an appropriately scaled neutral model: patterns of high community stability can be produced or reinforced by time averaging alone. The community attributes of local time-averaged assemblages approach those of the metacommunity. Time-averaged assemblages are thus unlikely to capture attributes arising from processes operating at small spatial scales, but they should do well at capturing the turnover and diversity of metacommunities and thus will be a valuable basis for analyzing the large-scale processes that determine metacommunity evolution.

  7. Reversal in the relationship between species richness and turnover in a phytoplankton community.

    Science.gov (United States)

    Matthews, Blake; Pomati, Francesco

    2012-11-01

    Negative relationships between species richness and the rate of compositional turnover are common, suggesting that diverse communities have greater stability than depauperate ones; however, the mechanistic basis for this pattern is still widely debated. Species richness and turnover can covary either because they are mechanistically linked or because they share common environmental drivers. Few empirical studies have combined long-term changes in community composition with multiple drivers of environmental change, and so little is known about how the underlying mechanisms of species coexistence interact with changes in the mean and variability of environmental conditions. Here, we use a 33 year long time series (1976-2008) of phytoplankton community composition from Lake Zurich, to examine how environmental variation influences the relationship between richness and annual turnover. We find that the relationship between richness and annual turnover reverses midway through the time series (1992-1993), leading to a hump-shaped relationship between species richness and annual turnover. Using structural equation modeling we show that annual turnover and diversity are independently associated with different drivers of environmental change. Furthermore, we find that the observed annual sequences of community assembly give rise to rates of species accumulation that are more heterogeneous through time than expected by chance, likely owing to a high proportion of species showing significant autocorrelation and to strong positive covariation in the occurrences of species.

  8. The Relationship between Organizational Justice and Turnover Intention: A Survey on Hospital Nurses

    Directory of Open Access Journals (Sweden)

    Mobin Sokhanvar

    2016-04-01

    Full Text Available Introduction: High organizational justice and its factors are associated with reduced turnover intention. Therefore, in this study, we aimed to examine the relationship between organizational justice and turnover intention among hospital nurses. Materials and Methods: This descriptive, analytical study was conducted on 135 nurses working in Labafi Nejad Hospital in Tehran, Iran, 2015. The data were collected using Beugre's (1998 questionnaire of organizational justice questionnaire. To analyze the data, Pearson’s correlation and ANOVA tests were performed using SPSS, version 20. Results: Mean organizational justice and turnover intention scores were 68.85±7.67 and 47.8±12.47, respectively. Among the different types of organizational justice, the highest mean score was pertinent to interactional justice (75.24±16.68. A significant inverse correlation was observed between turnover intention and organizational justice (r=-0.36, interactional justice (r=-0.38, and procedural justice (r=-0.36, while no association was noted between turnover intention and systemic and distributive types of justice. Furthermore, there was no link between demographic variables, organizational justice, and turnover intention. Conclusion: Considering the prominent role of organizational justice in personnel’s intention to leave their job, and given high costs of recruiting and training new staff, managers should pay especial attention to promoting justice and employees’ satisfaction and enhancing stability in their organizations by reinforcing positive attitudes in the employees.

  9. Prediction of turnover number of cellulose 1,4-beta-cellobiosidase.

    Science.gov (United States)

    Yan, Shaomin; Wu, Guang

    2013-03-01

    The turnover number is an important parameter to distinguish whether an enzyme is practically workable. Therefore the prediction of turnover number of enzyme will reduce the workload to conduct time-consuming and costly experiments to determine the turnover number. However, no studies have been so far conducted to predict them with respect to cellulose 1,4-beta-cellobiosidase, which is an enzyme used in industries, especially in bio-fuel industry. It is important to develop methods to predict the turnover numbers of cellulose 1,4-beta-cellobiosidases from both wild-type and mutations. In this study, we used neural network models with different amino acid properties, pH levels, temperatures and substrates as inputs to predict the turnover number. The results show that 11 out of 25 amino acid properties analyzed can work as predictor and the amino acid distribution probability is the best one because it can reach smaller mean squared errors during convergence and higher correlation coefficient in two-layer neural network models. This study demonstrates the probability that the neural network model can approximately predict the turnover number of cellulose 1,4-betacellobiosidase.

  10. Does value congruence between nurses and supervisors effect job satisfaction and turnover?

    Science.gov (United States)

    Hunt, Deborah

    2014-07-01

    The purpose of this study was to examine the relationship of congruency of leadership support and value of patient outcomes between nurses and nurse managers and nurses' job satisfaction and turnover intent. Turnover most often has a negative effect on an organization. Leadership support and patient outcomes have been identified as important factors, but congruency has not been studied in great detail. This quantitative non-experimental study included registered nurses (92) and nurse managers (21) in five non-magnet hospitals in the United States. Value congruence on leadership support was correlated with job satisfaction: Satisfaction in Nursing Scale (SINs)-Workload Barriers (r = 0.327, Administrative Support r = 0.544 and Collegiality = 0.920, P Inventory, LPI) was negatively correlated with turnover intent (r = 0.317, P Turnover Scale (ATS) (r = 0.099, P > 0.05) was noted. Value congruence of leadership support is related to job satisfaction and may be a factor in turnover intent. Nurse Administrators can use these results to develop policies to address the turnover especially in the area of leadership support. © 2013 John Wiley & Sons Ltd.

  11. Impact of work environment and work-related stress on turnover intention in physical therapists.

    Science.gov (United States)

    Lee, Byoung-Kwon; Seo, Dong-Kwon; Lee, Jang-Tae; Lee, A-Ram; Jeon, Ha-Neul; Han, Dong-Uk

    2016-08-01

    [Purpose] This study was conducted to provide basic data for solutions to reduce the turnover rate of physical therapists. It should help create efficient personnel and organization management by exploring the impact of the work environment and work-related stress on turnover intention and analyzing the correlation between them. [Subjects and Methods] A survey was conducted with 236 physical therapists working at medical institutions in the Daejeon and Chungcheong areas. For the analysis on the collected data, correlational and linear regression analyses were conducted using the SPSS 18.0 program and Cronbach's alpha coefficient. [Results] The results showed a statistically significant positive correlation between turnover intention and work-related stress but a statistically significant negative correlation respectively between turnover intention and work environment. Work-related stress (β=0.415) had a significant positive impact on turnover intention and work environment (β=-0.387) had a significant negative impact on turnover intention. [Conclusion] To increase satisfaction level with the profession as well as the workplace for physical therapists, improvement of the work environment was the most necessary primary improvement.

  12. Variability in root production, phenology, and turnover rate among 12 temperate tree species.

    Science.gov (United States)

    McCormack, M Luke; Adams, Thomas S; Smithwick, Erica A H; Eissenstat, David M

    2014-08-01

    The timing of fine root production and turnover strongly influences both the seasonal potential for soil resource acquisition among competing root systems and the plant fluxes of root carbon into soil pools. However, basic patterns and variability in the rates and timing or fine root production and turnover are generally unknown among perennial plants species. We address this shortfall using a heuristic model relating root phenology to turnover together with three years of minirhizotron observations of root dynamics in 12 temperate tree species grown in a common garden. We specifically investigated how the amount and the timing of root production differ among species and how they impact estimates of fine root turnover. Across the 12 species, there was wide variation in the timing of root production with some species producing a single root flush in early summer and others producing roots either more uniformly over the growing season or in multiple pulses. Additionally, the pattern and timing of root production appeared to be consistent across years for some species but varied in others. Root turnover rate was related to total root production (P phenology. Overall, we suggest that more detailed observations of root phenology and production will improve fidelity of root turnover estimates. Future efforts should link patterns of root phenology and production with whole-plant life history traits and variation in annual and seasonal climate.

  13. Impact of work environment and work-related stress on turnover intention in physical therapists

    Science.gov (United States)

    Lee, Byoung-kwon; Seo, Dong-kwon; Lee, Jang-Tae; Lee, A-Ram; Jeon, Ha-Neul; Han, Dong-Uk

    2016-01-01

    [Purpose] This study was conducted to provide basic data for solutions to reduce the turnover rate of physical therapists. It should help create efficient personnel and organization management by exploring the impact of the work environment and work-related stress on turnover intention and analyzing the correlation between them. [Subjects and Methods] A survey was conducted with 236 physical therapists working at medical institutions in the Daejeon and Chungcheong areas. For the analysis on the collected data, correlational and linear regression analyses were conducted using the SPSS 18.0 program and Cronbach’s alpha coefficient. [Results] The results showed a statistically significant positive correlation between turnover intention and work-related stress but a statistically significant negative correlation respectively between turnover intention and work environment. Work-related stress (β=0.415) had a significant positive impact on turnover intention and work environment (β=−0.387) had a significant negative impact on turnover intention. [Conclusion] To increase satisfaction level with the profession as well as the workplace for physical therapists, improvement of the work environment was the most necessary primary improvement. PMID:27630432

  14. Innovation, Industry Evoluation and Employment

    NARCIS (Netherlands)

    D.B. Audretsch (David); A.R. Thurik (Roy)

    1999-01-01

    textabstractThe purpose of this paper is to introduce a series of articles on the links between innovation, the evolution of industry and employment. These relations provide the building blocks of a new industrial policy. The articles are included in Innovation, Industry Evolution and Employment pub

  15. Sensor employing internal reference electrode

    DEFF Research Database (Denmark)

    2013-01-01

    The present invention concerns a novel internal reference electrode as well as a novel sensing electrode for an improved internal reference oxygen sensor and the sensor employing same.......The present invention concerns a novel internal reference electrode as well as a novel sensing electrode for an improved internal reference oxygen sensor and the sensor employing same....

  16. Leading Gainful Employment Metric Reporting

    Science.gov (United States)

    Powers, Kristina; MacPherson, Derek

    2016-01-01

    This chapter will address the importance of intercampus involvement in reporting of gainful employment student-level data that will be used in the calculation of gainful employment metrics by the U.S. Department of Education. The authors will discuss why building relationships within the institution is critical for effective gainful employment…

  17. Global Prospects for Full Employment

    Directory of Open Access Journals (Sweden)

    Ivo Šlaus

    2011-04-01

    Full Text Available The recent international financial crisis highlights the crucial role of employment in human welfare and social stability. Access to remunerative employment opportunities is essential for economic security in a market-based economic system. As the rise of democracy compelled nations to extend the voting right to all citizens, employment must be recognized as a fundamental human right. In total defiance of conventional wisdom, since 1950 job growth has outpaced the explosive growth of population, the rapid adoption of labor-saving technologies, the manifold expansion of world trade, and the dramatic shift from manual labor to white collar work. In an increasingly globalized labor market, current nation-centric theories and models of employment need to be replaced with a human-centered global perspective complemented by new indicators that recognize the central and essential contribution of employment to human economic welfare. Employment and economy are subsets of society and their growth is driven by the more fundamental process of social development. A vast array of unmet social needs combined with an enormous reservoir of underutilized social resources – technological, scientific, educational, organizational, cultural and psychological – can be harnessed to dramatically expand employment opportunities and achieve full employment on a global basis. This paper examines the theoretical basis, policy issues and strategies required to eradicate unemployment nationally and globally.

  18. Employability Skills. At a Glance

    Science.gov (United States)

    Wibrow, Bridget

    2011-01-01

    In a competitive workforce it is not just having the right qualification or technical skills that will land an individual a job; it could very well be their interpersonal skills. How someone communicates is often the first impression an employer has of a possible worker. Yet, it is precisely communication skills that employers feel applicants are…

  19. Employability: Review and Research Prospects

    Science.gov (United States)

    Guilbert, Laure; Bernaud, Jean-Luc; Gouvernet, Brice; Rossier, Jérôme

    2016-01-01

    Professional transition, employment, and reemployment are major concerns for nations facing adverse economic situations. The employability construct represents a scientific challenge in order to better understand the relationship between the job seekers' issues and the expectations of the world of work. This paper presents a review of the concept…

  20. Employer Demands from Business Graduates

    Science.gov (United States)

    McMurray, Stephen; Dutton, Matthew; McQuaid, Ronald; Richard, Alec

    2016-01-01

    Purpose: The purpose of this paper is to report on research carried out with employers to determine demand for business and management skills in the Scottish workforce. Design/methodology/approach: The research used a questionnaire in which employers were interviewed (either telephone or face to face), completed themselves and returned by e-mail,…